JOB SUMMARY:

The Human Resources Generalist II / Senior HR Generalist partners with Human Resources leadership to identify opportunities to better leverage the business and human resources needs necessary to achieve business goals and objectives. Serve as consultant/coach/advisor on the day-to-day HR responsibilities with the organization.

EDUCATION / EXPERIENCE REQUIREMENTS:

• Minimum four (4) years of HR Generalist or HR Business Partner experience.
• Minimum one (1) year of lead/supervisory/management experience.
• Minimum one (1) year of experience working with unions, contracts, and union environments.
• Strong knowledge of HR practices, employment related laws and regulations at the local, state, and federal levels.
• Excellent analytical and problem-solving skills.
• Excellent time management skills with a proven ability to meet deadlines.
• Ability to act with integrity, professionalism, and confidentiality.
• Ability to build strong relationships within the organization. 
• Experience with HRIS systems and reporting.
• Proficient in MS Word, Excel, and Outlook
• Desire to continue professional development.

ESSENTIAL DUTIES & RESPONSIBILITIES:

Manages and supports: 

Talent Acquisition:

• Manages, supports, and assists with the talent acquisition life cycle from sourcing through hiring and onboarding. 
• Implements creative sourcing initiatives and programs.
• Ensures clear and ongoing communication with hiring managers, department directors and candidates/new hires.
• Assists in coaching managers through the decision-making process. 

Onboarding: 

• Partners and assists with New Hire Orientation and Day 1 assimilation. Ensures smooth transition into the organization.

Compensation and Benefits Administration:

• Assists in developing and implementing the compensation strategy for the organization to include conducting periodic salary surveys and analysis; scheduling and conducting job evaluations; recommending, planning, and implementing approved pay structures
• Manages the administration/enrollment of the various employee benefits plans such as life, health, dental, and disability insurances for active and retired employees.
• Manages the monitoring and scheduling of individual pay actions.
• Manages the processing of workers’ compensations, disability programs, Leave of Absence and FMLA programs and administrative paperwork requirements.
• Manages the administration of the Employee Wellness Program
• Manages Family Medical Leave Act Policy.
• Conducts Benefits Orientations

Employee Relations:

• Conducts investigations and manages the corrective counseling process for non-union employees.
• Performs tasks related to the Termination Process.
• Partners with managers on terminations.
• Separation Paperwork.
• Exit Interviews.
• Coaches and counsels’ management and employees on performance and employee relations related matters.
• Implements positive Employee Relations strategies and programs/processes for employees.
• Works with managers and union leaders on disciplinary actions per the union agreement.
• Submits and tracks all Unemployment cases, attends and participates in Unemployment Hearings with senior management.
• Submits and tracks all Workers Compensation cases, liaison for the 3rd party Workers Compensation vendor.

Reporting:

• Manages all EEO/AAP tracking and reporting.
• Manages all FMLA tracking and reporting.
• Manages all Workers’ Compensation tracking and reporting.
• Manages all OSHA tracking and reporting.
• Manages all Turnover reporting.
• Manages all vendor reports.
• Trend Analysis.
• All other HR reporting requirements.

HRIS:

Ensures employee data management/maintenance in HR & HRIS systems

• Dayforce
• SAMBA
• ETMS

Employee Engagement:

• Partners with leadership team to implement engagement programs and plans for departments and the organization.
• Conducts regular employee satisfaction surveys, analyzing results, assisting managers to make recommendations and implement changes if necessary.

Organizational Design:

• Assists with the organizational design process by partnering to develop appropriate organizational and departmental structures, job descriptions all linked to compensation structure and strategy for the organization.

Performance Management:

• Manages the performance appraisal process. 
• Assists in training managers to effectively coach and discipline employees.



Risk and Compliance:

• Assists with legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are compliant.
• Manages the communication, interpretation, and upkeep of employee handbooks, Human Resources Standard Operating Procedures (SOP’s), Human Resources programs and policies. 
• Manages the Drug & Alcohol program in accordance with federal regulations.
• Coordinates required drug and alcohol training. 
• Manages the SAP – Substance Abuse Program and SAP Provider relationships. Ensures the appropriate treatment and follow up plans for individuals in the program are followed, documented, and are managed confidentially.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
• Performs other duties as assigned

PHYSICAL DEMANDS:

• Sitting in a normal seated position for extended periods of time.
• Reaching by extending hands or arms in any direction.
• Finger dexterity to manipulate objects with fingers, such as for using a computer keyboard.
• Correctable ability to see and hear within a normal range.
• Ability to move about the office to obtain files and other objects.

LICENCES REQUIRED:

• PHR, SHRM-CP, SPHR a plus