Job Description

Job Summary:

The Human Resource Generalist will support the daily functions of the Human Resource (HR) department including employee relations, talent acquisition, engagement, development and supporting company policies and practices.

Essential Functions:

• Manages and resolves employee relations issues, conducts effective, thorough, and objective investigations, attends and participates in employee disciplinary meetings and terminations.
• Performs routine tasks required to administer and execute human resource programs including but not limited to new hire orientation, performance and talent management, training and development, disciplinary matters; compensation, benefits, and leave; productivity, recognition, and morale; and occupational health and safety.
• Responsible for full-cycle recruiting of hourly employees and select salaried positions, including sourcing, interviewing, candidate screening, offer coordination, and pre-employment requirements.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Participate in evaluation and monitoring of training programs to ensure success. Follows up ensure training objectives are met.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring to complex and/or sensitive matters to the appropriate staff.
• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
• Support payroll processes by maintaining accurate employee information and coordinating payroll-related changes.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Ensures compliance and participation in various educational grants (e.g., GoingPro).
• Act as a back-up to additional HR team members.

Please note this job description is not designed to cover or contain a comprehensive list of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Requirements

Education and Experience:

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred. Equivalent experience will be taken into consideration. 
• At least two years of human resource generalist experience preferred.
• Bilingual in Spanish preferred but not required.
• Current human resources and/or compensation credentials or certification preferred. (e.g., SHRM-CP/SCP; PHR/SPHR, etc.)

NOTE: Equivalent combinations of education and experience that can be shown to provide the required knowledge, skills and abilities will be evaluated on an individual basis.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
• Must be able to come in during the second or third shift, when the needs arise.
• Ability to work onsite 5 days per week.

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