What are the responsibilities and job description for the Human Resources Generalist position at NFI Industries?
Overview:
The HRG thrives on building relationships, understanding business goals, and executing HR solutions that deliver results. From supporting managers on performance and talent development to executing initiatives that elevate employee retention and engagement, the HRG is an integral player in navigating organizational change, ensuring compliance, and enhancing the employee experience.
Responsibilities:
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)
LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.
The Human Resources Generalist is responsible for delivering NFI Human Resources policies, programs, and practices to an assigned area. Broad responsibilities include recruiting, new hire training, employee relations, benefits and administrative support tasks. The role ensures excellent HR service to all levels of employees as an individual contributor. The Human Resources Generalist reports to Human Resources management, but is expected to maintain strong dotted line relationships with the leaders they support.
The HRG thrives on building relationships, understanding business goals, and executing HR solutions that deliver results. From supporting managers on performance and talent development to executing initiatives that elevate employee retention and engagement, the HRG is an integral player in navigating organizational change, ensuring compliance, and enhancing the employee experience.
- Business Acumen: Build strong relationships with leaders, understand business goals, and implement HR strategies to drive productivity, compliance, and continuous improvement. Support business changes such as reorganizations, safety incidents, and leadership transitions.
- Employee Effectiveness: Support managers on performance management, conflict resolution, and employee learning opportunities. Support hourly performance review process to ensure consistency and fairness.
- Employee Relations: Report workplace issues, escalate employee concerns, and ensure compliance with company policies and regulations. May gather information related to legal processes and employment disputes to support investigations.
- Employee Retention: Leverage data from surveys and feedback to improve employee retention, foster a positive work culture, and execute recognition programs. Provide support on LOA policies and employee engagement initiatives.
- People Analytics: Understand root causes of turnover, absenteeism, and performance to execute action plans that drive engagement and retention.
- Benefits & Compensation: Gather information for wage recommendations, conduct benefits education, and support the open enrollment process. Escalate recommendations on compensation aligned with organizational needs to the HRM.
- Diversity & Inclusion: Actively support D&I programs and initiatives for assigned location(s). Engage with employee resource groups to promote inclusion and increase awareness across the area of responsibility.
- Talent Acquisition: Partner with leaders and talent acquisition team members to attract, develop, and retain top talent for site(s) . Support hiring processes, participate in interviews, and job fairs. Takes an active role in supporting recruiting activity and training of new hires.
- Talent Development: Supports the hourly annual performance review process by relaying and reiterating timeline and processes for locations leaders. Support talent mobility program, employee engagement survey & tools, and employee onboarding experiences.
- Bachelor Degree preferred in Human Resources or related field. A combination of experience and education may satisfy the requirement.
- 3 years’ experience in a HR Generalist role, with broad knowledge of employment law, recruiting, employee relations and training.
- Highly focused on delivering exceptional service to both internal stakeholders, employees, business leaders and external partners.
- Proven ability to support management with organizational change initiatives, focus on effectively supporting business transitions, start up of new business, labor transitions, supporting successful outcomes.
- Experienced in the use of key HR analytics and metrics that drive quality data driven decisions.
- Demonstrated strength in building effective interpersonal relationships.
- Strong communication skills, both verbal and written, with proven ability to stay organized and manage tasks and projects efficiently.
- Proven ability to participate in HR projects to completion, ensuring timely delivery and alignment with business objectives.
- Adaptable to managing a high-volume workload with a hands-on, proactive approach to collaborative problem-solving.
- In-depth expertise in understanding and applying principles of federal, state, and provincial employment laws and regulations.
- Proficiency with MS Office, Google Suite, and social media platforms.
- Bilingual in Spanish is a plus (preferred in some locations)
Physical/Mental Considerations
-
Physical: Frequent use of visual acuity for data analysis and computer tasks, repetitive motion involving
hands and fingers, prolonged periods of sitting, standing, and walking. Ability to work in varied
environments such as distribution, ports, and transportation facilities with differing noise levels, lighting,
and temperature conditions. -
Mental: Strong ability to focus and concentrate for long periods, sound decision-making skills, capacity
for reasoning and complex document writing, and effective communication both interpersonally and
through devices like phones/computers, etc.
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)
LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.
