What are the responsibilities and job description for the Human Resources Generalist position at Wild Adventures Theme Park?
- Prepare and maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software
- Analyze employment-related data and prepare required reports; generates and maintains reporting regarding staffing, recruiting, and retention/turnover data
- Manage compliance training enrollments and reporting, i.e. InfoSec, PCI, Cash Handling, etc.
- Compilates HR Metrics data: Turnover rate, Exit Interviews and other surveys
- Conduct reference or background checks on job applicants; generate Adverse Action Notices as directed by Sr. HR Manager
- Process employment verification requests
- Process hiring-related paperwork
- Communicate benefits information to new and promoting FTS employees; track enrollment progress and process FTS benefits as appropriate.
- Verbal and written communication to inform job applicants or employees of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities, status of application and other topics in timely manner
- Interpret and explain human resources policies, procedures, laws, standards, or regulations
- Represent WA at job fairs and recruiting events both on and off site
- Maintain current knowledge of state and federal employment regulations, in addition to company policy
- Manages data entry including, but not limited to UKG, JDE, SIF, ensuring timeliness and accuracy
- Schedule and manage community partners with Sr. HR Manager
- Drive Health and Wellness programs, Grow U and Share It Forward communications
- Represents Wild Adventures and the Human Resources team in a positive manner, upholding positive attitude and energy while ensuring professional image and appearance at all times.
- Maintains confidentiality at all times
- Maintains Lowndes County notary commission
- Assists with special events and projects as needed
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)
