What are the responsibilities and job description for the Human Resources Generalist (MAKO) position at MAKO Medical?
Description
SUMMARY The Human Resources Generalist assists with the administration of the day-to-day operations of the Human Resources Department. Overall objectives include accurate maintenance and processing of employee data, development of a superior company culture that emphasizes quality, continuous improvement, high performance, and ongoing personal development. This is a full-time position with regular hours, Monday through Friday.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
General
Demonstrates support of the company's Core Values and Mission Statement in all duties and responsibilities.
Actively participates in departmental and company meetings.
Upholds and encourages safety standards at all times.
Operates various office machines to accomplish work tasks (e.g., computer, printer, fax, copier, multiline telephone, etc.).
Uses various software programs to accomplish work tasks (e.g., Word, Excel, PowerPoint, HR Information System).
Develops job-relevant skills by taking courses, attending seminars, and earning and maintaining appropriate certifications.
Adheres to strict standards of confidentiality and integrity. Must agree to and uphold the Mako Medical Code of Ethical and Professional Standards in Human Resources Management.
Other duties as assigned
Specific
Human Resources Department Administration
Process New Hires
Process new hires in applicable systems such as HRIS, 401(k), etc.
- Process Separations
Process separations in applicable systems such as HRIS, 401(k), etc.
Administer Employee Leaves of Absence as directed
Administer Worker’s Compensation Claims as directed
Respond to Initial Unemployment Claims
Administer Employee Review System
Maintain Employee Files
Keep files current and complete by inputting data into the HRIS and hard copies into personnel files as appropriate.
Periodically audit files for consistency and completeness.
Create or implement changes to the filing system as directed.
Dispose of obsolete files in accordance with established document retention schedule or legal requirements; shred documents as needed.
Develop and Implement New Policies and Procedures
Assist in the development and implementation of new personnel policies and procedures.
Prepare and Maintain Reports and Revise Existing Policies and Procedures
Verification of Employment Requests
Complete employment verification requests when approved by current / former employee, only providing information as necessary.
Develop and Track Critical Numbers
In collaboration with Director of People and Culture, determine, develop, and maintain value-added metrics (e.g., FTE, turnover, healthcare, company workforce).
Create and maintain visually appealing Critical Number Presentation using Critical Numbers from various HR Department members.
Committee Participation
Actively participate in at least one committee (e.g., FUN etc.).
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and / or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. EDUCATION and / or EXPERIENCE Associate's degree (A. A.) or equivalent from two-year college or technical school in Business Administration; or two years related experience and / or training; or equivalent combination of education and experience. LANGUAGE SKILLS Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of organization. MATHEMATICAL SKILLS Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume. Ability to apply concepts of basic algebra and geometry. REASONING ABILITY Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations. PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel. The employee is regularly required to talk or hear. The employee frequently is required to stand, walk, climb and descend stairs, and reach with hands and arms. The employee is occasionally required to climb or balance. The employee must occasionally lift and / or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently exposed to moving mechanical parts. The noise level in the work environment is usually moderate.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
