The Human Resources Generalist is responsible for the overall administration, coordination, and evaluation of specific human resources functional areas and projects and initiatives as assigned. Areas of responsibility may include, but are not limited to: training; organizational development; recruiting; employee relations; policies and procedures; labor relations; new policy and procedure communication and implementation; compensation; benefits; performance management; payroll; FMLA; all applicable federal, state and local laws; personnel records, and new employee orientation.
ROLES AND RESPONSIBILITES
The Human Resource Generalist will assume responsibility for one or more functional areas of Human Resources. Representative responsibilities may include:
- Communication : Develop and administer various human resource plans and procedures for all company personnel. Plan, organize, and control all activities related to assigned projects and processes. Participate in developing department goals, objectives, and organizational development.
- Training : May plan, develop, and implement in conjunction with the Manager of Human Resources and regional and global initiatives, training programs that develop skills to meet business objectives and that reinforce company culture. May conduct needs assessments, developing and presenting internal training, and/or coordinating programs with external trainers. Develop a means of measuring the effectiveness of training.
- Policies : May develop, recommend, and implement personnel policies and procedures. Annually review and make recommendations to the Manager of Human Resources for improvement of policies, procedures, and practices on personnel matters. Communicate changes to management and staff when required.
- Recruitment : Conduct the recruitment effort for all assigned positions. Work with managers to identify staffing needs and create detailed staffing plans to meet the needs of the organization.
- Employee/Labor Relations : Act as an advisor on human resources issues to managers within the division. Coach supervisors and managers on employee relations and resolution of employee issues.
- HR Law : Maintain current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources.
- Performance Appraisal : Support managers in the annual performance appraisal process.
- Four year college degree from an accredited university required; preferably with a concentration in Business Administration, Human Resource Management or Industrial Relations.
We are proud to be an EEO/AA employer M/F/D/V. We maintain a drug-free workplace and perform pre-employment substance abuse testing.
- Minimum 3-5 years of Human Resources experience in non-union or union environments
- Specific HR functional experience as required by departmental needs
- Strong interpersonal relations skills
- Ability to provide guidance and support in the management of Human Resources to achieve strategic business objectives
- Prior training and knowledge in employment law issues
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