The Human Resources Generalist (HRG) works under the general direction of the CEO. The HRG provides a wide variety of both complex and routine administrative services. This position carries out responsibilities in the following functional areas: Recruitment & Selection, Compensation & Benefits, Employee Relations, Training & Development and Staffing Management. Reviews and implements policies to ensure compliance with state and federal laws and regulations. Advises management in labor relations, employee engagement and performance management issues. Provides technical assistance to Board Management/ Staff on HR related topics.
ESSENTIAL FUNCTIONS AND BASIC DUTIES:
Recruitment & Selection
- Work with department managers to define hiring criteria ensuring job descriptions are updated accordingly and assist management in identifying and creating job related interview questions.
- Post open positions, review employment applications to evaluate eligibility, coordinate applicants for interviews and testing and participate in interviews as needed.
- Maintain all applicant related documents and collect and disseminate interview and test scores.
- Serve as the primary point of contact for applicants, check applicant references, conduct background check, coordinate drug testing, and make job offers.
- Conduct orientation of new hires, coordinate meeting with all departments, ensure all paperwork is signed, create employee file, and add new hire to Human Resource Information System (HRIS)
Compensation & Benefits
- Evaluates and compares existing company benefits with those of other employers by participating in area and industry surveys. Analyzes results of surveys and develops recommendations for management review.
- Develops census data to solicit insurance companies for quotations.
- Conducts employee meetings and arranges for enrollment of employees in optional plans.
- Revises and reissues all communications material on benefits according to plan requirements.
- Process required documentation to ensure accurate record keeping and proper deductions.
- Assures company compliance with provisions of ERISA, IRS, DOL, and other regulatory agencies.
- Resolves employee concerns related to health and welfare plans as well as retirement plans, functioning as liaison with various carriers.
- Participate in the administration of the compensation program; update Job Descriptions (JD’s), coordinate job evaluations, run salary market reports by position, and review salary pay ranges, as needed.
- Process salary changes, promotions and incentives and update HRIS records.
Employee Relations
- Maintains current knowledge of state and federal laws and regulations to ensure compliance.
- Plans, develops, revise, and implement human resources policies, procedures, and forms under CEO supervision.
- Provides training and counseling to board staff on personnel issues, rules, polices, and regulations related to human resources management.
- Monitors performance evaluations of all employees, provides coaching to management and trains personnel on Employee Performance Review (EPR) process and tools.
- Provides advice and assistance on classification, compensation, recruitment, retention, benefits, leave provisions, employee relations, and salary administration matters.
- Facilitate Survey of Employee Engagement meetings, research alternatives and present to CEO.
- Reviews employee complaints, ensuring accurate and timely resolution and documentation of concerns and issues.
- Assist in processing and investigating employee grievances and preparing recommendations for resolution under CEO and lawyer supervision.
Training & Development
- Conducts the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.
- Designs and develops HR training programs on benefits and internal procedures as needed.
- Ensure employees take mandatory TWC trainings and compile a monthly training log.
- Conducts new employee orientation to ensure employees understand WFS policies and benefits.
GENERAL QUALIFICATIONS:
Education / Certification
Graduate from an accredited four (4) year college or university with a major course work in human resources management, business or public administration, organizational development, or a related field is generally preferred; or experience which can be substituted for education at the rate of two (2) years of experience for one (1) year of education. HR certification or ability to acquire certification highly preferred.
Experience and Training
Minimum of three (3) years’ experience in human resources management work. Knowledge of principles and practices of human resources programs such as employment, compensation, classifications, employee relations, benefits, workers’ compensation, organizational development; and of federal, state, and local laws and regulations governing personnel activities.
Knowledge, Skills and Abilities
Job Knowledge:
The depth and breadth of know-how to perform essential duties and functions of the job. The level of compliance with degree, certification, and training requirements. Understanding of how individual job performance furthers organizational objectives. Willingness to update and expand skills, knowledge, and training.
Attention to Detail
The level at which tasks are performed carefully, accurately, and in accordance with specific instructions. Consistency of work quality and compliance with standards, requirements, and expectations. The tracking of numerical data and detailed organizational information, and the careful application of grammar, spelling, and punctuation rules.
Organizational Skills
The ability to manage tasks, projects, information, and materials within a well-ordered system. The degree to which multiple assignments are managed and completed according to established schedules.
Follow Through
The demonstration of reliability and a full commitment to complete assigned responsibilities with minimal supervision. A willingness to take responsibility for actions, solve problems as they arise, keep all parties fully informed, and stay with a job through all stages of completion.
Problem-Solving:
The ability to predict, recognize, and define problems. Skill in generating, selecting, and implementing timely and meaningful solutions.
Communication:
The ability to effectively converse and listen to others concerning company matters. The use of proper written and grammatical skills, and the meaningful application of computer technology [e-mail, Internet, etc.].
Teamwork & Cooperation:
The degree to which individuals promote a collaborative, cooperative, and productive working environment.
Initiative:
The ability to perform job responsibilities independently and responsibly. The ability to proactively complete tasks, solve problems, improve processes, enhance products, and/or extend services within assigned range of authority.
Professionalism:
The degree to which the employee demonstrates and conveys a favorable image when representing the company. The level of honesty, integrity, and confidentiality along with proper standards of professional dress.
Ethics
The level of trustworthiness, character, professionalism, confidentiality, and honesty in dealing with internal or external customers.
Policy Compliance:
The degree to which the employee has knowledge of and complies with organizational policies.
Attendance:
The number of absences [excluding vacation and legally required leave] regardless of reason. Also includes the number of times tardy for work or returning from lunches and breaks.
PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION:
The following physical demands are representative of those that must be met by an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Finger Dexterity:
Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together.
Talking:
Especially where one must convey detailed or important instructions or ideas accurately, loudly, or quickly.
Average Hearing:
Able to hear average or normal conversations and receive ordinary information.
Average Visual Abilities:
Average, ordinary visual acuity necessary to prepare or inspect documents or products, or operate machinery.
Physical Strength:
Sitting most of the time but must walk, climb, kneel, reach frequently. Frequent local travel. Exerts up to 10 lbs. of force occasionally.
WORKING CONDITIONS:
- No hazardous or significantly unpleasant conditions (typical office or administrative work).
- Workers must be able to travel/transport themselves to designated sites as assigned, and must have a valid driver's license and current automobile liability insurance.
- Some out of the area travel is required, to attend work related meetings, conferences or trainings.
MENTAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION:
Reasoning Ability:
Ability to deal with a variety of variables under only limited standardization. Able to interpret various instructions.
Mathematics Ability:
Able to perform basic math skills, use decimal to compare ratios and percents, and to draw and interpret graphs.
Language Ability:
- Ability to read and comprehend a variety of documents. Ability to prepare memos and reports using proper punctuation, spelling, and grammar. Ability to communicate distinctly with appropriate pauses and emphasis, correct pronunciation, and variation in word order using present, perfect, and future tenses in English is required. Ability to communicate in Spanish is preferred.
