What are the responsibilities and job description for the Human Resources Generalist position at Meduit?
Essential Duties and Accountabilities
- Provide HR services to employees by answering questions on Policy and Procedure
- Assist in benefits administration as needed to help answer employee questions and coordinate open enrollment initiatives
- Advise Operations Managers on terminations, retention, employee reviews and performance Management
- Investigate concerns with strict confidentiality.
- Respond to unemployment claims
- Onboarding to include all employment documents, issue of employee IDs, making of new hire files, etc.
- Assists with terminations and disciplinary issues along with completing 30/60/90 day surveys
- Advise on FMLA and assist with administration
- Assist with the preparation and facilitation of performance review process
- Responsible for new hire orientation to include verify I-9 documentation and complete forms for new hire
- Maintains knowledge of company policies and procedures and makes recommendations for improvements of such
- Assist with human capital activities to include succession planning.
- Legal research on local, state, and federal employment laws; continually takes steps to maintain the most up-to-date knowledge via webinars, whitepapers, etc
- Set up and preparation of employee appreciation initiatives
- Scans, faxes, and files documents in files and electronically and assists with other clerical duties
- Processing payments, reimbursements, etc.
- Support corporate HR function by assisting with special projects/assignments as requested
- Other duties as assigned
Requirements/Minimum Qualifications
- Bachelor’s degree (B.A.) in Human Resources, Business Administration, or related field required
- At least one year of human resources management experience preferred
- PHR/SHRM-CP is a plus
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)
