The HR Generalist is responsible for providing HR guidance and direction to employees, business leaders, and the HR Business Partners in supporting the overall strategy of their assigned client groups.
Essential Duties: - In coordination with Direct Marketing team, plans, designs, and executes postings for LinkedIn and other employment brand websites
- Helps plan, craft, and execute employee communications (Teams, Email, Text, Intranet, etc.) to drive employee engagement through organizational information
Talent Acquisition - Partner with business leaders to draft job descriptions for current, new, revised positions
- Post jobs, review and screen candidates and manage recruitment process for new hires
- Act as liaison with staffing partners to manage new positions and classes of new hires
Employee Relations -
- Partners with the business to review and approve corrective action/terminations
- Pulls together data and responds to unemployment claims
- May conduct employee investigations
- Facilitates stay and exit interviews for Reprise employees
- Monitors and responds to emails in HR email inbox
- Manages employee suggestion program
Payroll & Leave of Absence -
- Back up to payroll, may review and approve payroll as secondary auditor
- Performs employee updates in system for check and balance with payroll
- Manage leave of absences for employees
Compensation & Benefits -
- Perform compensation analysis, merit planning, and bonus planning
- Understand and respond to questions regarding benefits and benefit plans
Reporting -
- Maintain compliance training system, which includes but not limited to: user maintenance, system optimization, reporting, follow up on coursework, etc
- Provide high level analysis of prepared turnover data and identify problematic trends, prepare and present recommendations
Talent Management & HR Projects - Facilitate completion of HR initiatives by assigned client groups, such as development reviews, management training and compliance training
- Assist in the creating and revising HR Policies and disseminating to business and team
- May play a role in administering talent management and succession planning activity within client groups
Education/Certification: - Bachelor’s degree in Human Resources, Business or related field or equivalent experience
- HR Certification (SHRM or HRCI) preferred, not required
Experience: - At least 5 years of experience in Human Resources including at least 2 years of experience in employee relations
- In depth knowledge of employment law and leave matters, ex: FLSA, ADA, FMLA, DOL, etc
- Intermediate to advanced MS Excel skills
- Experience working with a PEO, preferred
- Intermediate knowledge of MS Office Suite
Competencies: - Ability to build and maintain relationships
- Self-motivated with a strong sense of personal accountability
- Strong interpersonal, oral and written communication skills
- Strong presentation, organization, multitasking, and time management skills
- Detail oriented
- Demonstrates initiative and problem solving skills
