Human Resources Generalist

Overview JOB SCOPE: Under the direction of the Director of Human Resources, the Human Resource Generalist will provide HR services to drive employee engagement, employee satisfaction and staff development, while ensuring actions and outcomes are aligned with Postgraduate Center for Mental Health’s mission, values, and strategic plan. Major areas of responsibility include onboarding of staff, leaves, compliance, data management and serving as a gatekeeper to the Human Resources Department. The People Operations Generalist works closely with the People Operations Manager to recruit and retain qualified staff for the agency. The individual also works with the HR department to ensure timely, thorough and consistent onboarding of new hires. As the primary contact after an offer is presented, the Human Resource Generalist is a vital role for a smooth onboarding experience. Essential Functions Create and send offer letters and background check documentation once contingent offer has been verbally accepted. Process background clearances through the Justice Center, Staff Exclusion List, State Central Registry, and K- Checks. Input driver’s licenses into the LENS DMV Database and track regular updates. Administers and tracks status of reference and background checks. Main point of contact for the completion of paperwork during Pre-Employment. Completes I-9 verification forms and verifications of employment requests. Monitor the onboarding process and work closely with the Director of Human Resources, hiring manager, and candidate to ensure the process runs seamlessly and concurrently. Draft and distribute employment offer letters to individuals after review and approval from Director of Human Resources. Maintain contact with candidates from beginning of onboarding process through to their first day of employment. Maintain and organize employee personal files; filing, creating personnel folders, and organizing folders. Serve as point of contact for new hires regarding post-offer inquiries re: Employee Orientation, schedule, etc. Address any background issues with the Director of Human Resources. Coordinate reference checking. Keep an active listing of onboarded and onboarding employees. Manage and update internal Applicant Tracking System with necessary information during hiring process. Walk new hires through onboarding and training process. Handle confidential and sensitive information. Provide advice and counsel to managers, supervisors and employees regarding HR policies, procedures, and leaves. Partner with relevant stakeholders to oversee core HR processes, including management of FMLA, PFL, Workers Compensation, and Disability. Effectively manage day-to-day administration of leaves. Oversee all Department of Labor correspondences. Oversee risk management programs including worker’s compensation and related activities. Receive and respond to accommodation requests; facilitate focus groups; assist with planning and coordination of recognition programs, team building and employee engagement initiatives. May represent PCMH at unemployment, disciplinary hearings, meetings, etc. Work with the Director of Human Resources on recruiting strategies related to job posting, advertising, internal interviews, phone screenings, and in-person interviews; participate in job fairs when needed. Participate in recruitment efforts for all exempt and nonexempt personnel, and temporary employees. Post job ads, screen, and distribute resumes to appropriate personnel. Reach out to viable candidates and schedule interviews as needed. Develop data analysis reports (e.g., turnover, salary analysis, attendance). Conduct research, manage projects and create internal communications as assigned. Serve as the internal and external business partner for all sites. Administer various HR plans and procedures; collaborate in policy development and handbook updates. Partner with management to understand program operations; assess HR needs and provide solutions to aid program objectives and staff development. Participate in meetings, seminars, and webinars to stay current on employment laws and HR best practices. Assist in evaluation of reports and recommend new approaches to improve efficiency. Maintain HRIS records and generate reports from the database. Send biweekly reports to payroll outlining new hires, terminations and transfers. Recommend process improvements and policy changes as appropriate and obtain leadership approval prior to implementation. Generate reports/queries using Paycom reporting tools; assist in developing standard reports and maintaining data integrity. Train new system users. Maintain awareness of trends in Paycom and HRIS; pursue ongoing HR knowledge and HRIS tools knowledge. Maintain compliance with federal and state employment laws. Answer general inquiries from employees and provide direction as needed. Answer incoming departmental calls and route them appropriately. Enter information into Paycom; sort and distribute mail; track employee changes and update files accordingly. Assist staff with Paycom issues (password resets, unlocks). Create ID templates and print ID badges; take and upload staff photos into Paycom. Build strong relationships with internal hiring managers and external sources; work with Paycom personnel to troubleshoot issues. Adhere to PCMH HR policies and procedures; assist with special projects as assigned by the Director of Human Resources or Executive Management. Create flyers for organization events and obtain approvals. Assists with special projects as assigned. Qualifications Bachelor’s degree in Human Resources or related field required. Minimum 2-5 years of HR experience, preferably in a multi-location environment. Working knowledge of applicable Federal, State and Local laws and regulations related to HR including FLSA, ADA, and FMLA. Technical proficiency in Microsoft Office and Paycom. #J-18808-Ljbffr Postgraduate Center for Mental Health