Human Resources Generalist Louisville, KY

HR Support

1. Serves as a key resource for employees and managers regarding HR policies and procedures.

2. All Human Resources staff are required to provide support to the day-to-day Human Resources (HR) function by:

1. 1. Responding to all employee requests within 24 hours.
   2. Returning all calls to the HR department within 24 hours.
   3. Providing clear guidance and direction to staff questions with positive interactions and solutions.
   4. Stays abreast of industry and legal changes that may affect Human Resources functions of the organization.

3. Serve as the first point of contact for employee inquiries, resolving concerns and escalating issues as necessary to the HR Manager.

1. Serves as a backup for other responsibilities in the HR function including new hire orientation presentations, HRIS administration, benefits administration, etc.
2. Assist with data entry and reporting in the Human Resource Information System (HRIS) to support metrics and HR analytics.

Employee Relations

1. May assist in investigations related to disciplinary actions, grievances, and complaints, and document findings.
2. Responsible for ensuring exit interviews and stay interviews take place on a regularly scheduled basis. Exit interviews should be conducted for all outgoing employees who have resigned or retired. Stay interviews should take place regularly for existing staff of all departments, service dates, and positions throughout the year. Data should be collected and analyzed for review with recommendations for implementation of best practices for the organization.

Leaves of Absence and Workers Compensation Administration

1. Coordinates leave and accommodation requests including those arising under the Family and Medical Leave Act (FMLA), Workers' Compensation, the Americans with Disabilities Act (ADA), state and local leave laws, and short-term or long-term disability plans.
   1. Handles appropriate and timely required notifications, including gathering and completing all required paperwork, determining leave eligibility, designating leave as FMLA-qualifying, requesting medical certification as needed, and accounting for intermittent and reduced schedule leave use.
   2. Tracks time off.
   3. Communicates with employee and supervisors as needed.
   4. Facilitates smooth and timely return to work; relaying communication between employees and their managers during leave.
   5. Maintains complete and accurate records of leave and accommodation requests in accordance with specified legal requirements and documentation of best practices.
   6. Preserves confidentiality of employee medical documentation and files.
2. Assist with the administration of workers' compensation claims, ensuring timely filing and communication with employees, providers, and insurance carriers.
3. Track and manage workers' compensation cases, providing support to employees throughout the process.
4. Help ensure compliance with state-specific workers' compensation regulations.

Job Description Management

1. Work with managers to develop and update job descriptions, ensuring they accurately reflect the duties, requirements, and qualifications of each role.

2. Conduct periodic reviews of job descriptions to ensure alignment with evolving business needs and compliance with relevant employment laws.

3. Maintain a central repository of all job descriptions and ensure consistent language, formatting, and role expectations across departments.

4. Initiate and track employee acknowledgement of job descriptions.

Performance Management Program Administration

5. Assist with the administration of the company's performance management program.

6. Support the HR Manager in coordinating performance review cycles, including scheduling review meetings and managing timelines.

7. Provide guidance to employees and managers on the performance review process, offering tools and resources as needed.

8. Track the completion of performance evaluations and maintain accurate records of performance feedback.

Projects and Other Duties

1. Assist with the development and delivery of training programs related to HR policies, compliance, and employee development.

2. When necessary, may assist the recruitment team by serving as a recruiter for assigned vacant positions including conducting phone interviews, overseeing scheduling of in person interviews, and peer interviews, as well as ensuring follow up calls and letters to candidates are processed timely, and may also conduct reference checks.

1. May assist with annual reporting to local, state and federal, and industry related authorities as required.
2. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices.
3. Collaborate with the HR leadership on key HR initiatives, such as talent management, and diversity, equity, and inclusion programs.
4. Support special HR projects, such as employee surveys, HRIS implementations, and compensation reviews.
5. Will assist in the process of reviewing and updating the Standard Operating Procedures annually.