Senior Human Resources Generalist

Summary

The Human Resources (HR) Senior Generalist provides support in the following areas working closely with the HR leadership: Talent Acquisition, Employee Support and Engagement, Workforce Planning and Employment, Workers Compensation and Employee Relations and Development. The HR Senior Generalist serves as a backup for the HR leadership.

Essential Duties & Responsibilities

• Supports talent acquisition efforts with the hiring of qualified job applicants for open positions – creating and updating job descriptions and managing recruiting efforts.
• Assists with the onboarding of new hires – conducting orientation and ensuring new hire forms are completed, processed in the respective systems (HCMS, background check software, E-Verify and state badge system) and filed in the personnel files and enrolls the employee in the timekeeping system.
• Collaborates with managers and supervisors to ensure a successful recruiting and onboarding experience.
• Performs tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave (ADA, FMLA, Military Leave…); disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, engagement, and morale; occupational health, safety, and workers compensation; unemployment and turnover, and training and development.
• Responds to unemployment claims, appeals and telephone hearings and tracks the outcome.
• Assists with benefits enrollment and benefit changes entering the information into the Human Capital Management system and the benefit carrier sites. Processes COBRA.
• Manages transfers, promotions, demotions, terminations, and any other compensation changes.
• Completes verification paperwork, medical withholding paperwork and any other compliance employee paperwork.
• Administers the timekeeping and attendance system - ensures accuracy of data by verifying correct punches, correct pay and correct work labor accounts, final approval and sign off, by adding missing timecard punches, and by coding absences; assists employees with any questions they may have regarding payroll and time discrepancies.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to appropriate management.
• Participates in the administration of the employee performance management process.
• Provides support to employees on HR matters and ensures confidentiality of personnel information.
• Facilitates Employee Relations cases through investigations with the involved parties working with Internal and External Legal Counsel. Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Helps create and administer various human resources plans and procedures for employees; assists in the development and implementation of personnel policies and procedures; and obtains employee acknowledgements.
• Develops and refines HR-related approaches, policies, and procedures for the company, to support business objectives.
• Partners with management to ensure company initiatives are met that includes but is not limited to performance management, goal setting, succession planning and development for team members.
• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include compliance training, anti-harassment training, etc.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance; performs audits as required.
• Stays up to date on trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Performs all other duties as assigned. Duties may vary per location.

Minimum Requirements

• Bachelor’s degree in a related field or can substitute experience for the degree.
• 4 - 6 years of HR experience.
• Professional certification such as PHR, SPHR, SHRM-CP or SHRM-SCP preferred.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment related laws and regulations and HR best practices.
• Excellent communication skills (oral & written), strong organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Proficient in Microsoft Office software and Human Capital Management Systems (Kronos or Wurk preferred).
• Strong analytical and problem-solving skills.
• Must be at least 21 years of age and authorized to work in the U.S.
• Must be able to obtain a state medical marijuana badge and pass a background check.