HR Generalist

Job Description

Job Description

Summary

The position’s primary purpose is to provide support to employees and to partner with the HR Team in the development, implementation, communication, and administration of all human resources functions, ensuring effectiveness of human resources programs and initiatives. The HR Generalist will administer the Company’s compensation and performance programs, as well as serve as a trusted advisor and consultant to both management and employees, fostering a positive work environment and ensuring the effective implementation of HR programs and initiatives. This position plays a crucial role in aligning human resources strategies with the overall business objectives of the organization.

Responsibilities

Compensation and Salary Administration

• Work closely with the Head of Human Resources on planning and execution of annual compensation cycle, linking compensation to performance, and ensuring internal equity
• Administer long-term incentive plans, employee stock purchase plans, and other stock awards
• Consult with managers/employees regarding compensation issues, adjustments, benchmarks, and internal equity.
• Assist in the management of data updates and customizations to the on-line system. 

 

Performance Management

• Assess, design, deliver, evaluate the performance management model including goal setting, performance reviews and development plans.
• Train managers on system usability; ensure timely completion of reviews; coach managers on delivering difficult feedback and ensure manager/employee feedback discussions take place; ensure equitable reviews (ratings match performance); Oversee compilation and reporting of results. 
• Advise on career development opportunities and succession planning, as assigned.

 

Recruitment, Talent Acquisition and Onboarding

• Partner with business leaders and managers on staffing strategies, organizational structure, and prescreen of candidates. 
• Participate in the interview process and contribute to the overall recruitment process.
• Create/update job descriptions and benchmark appropriate salary ranges for open positions.
• Enhance recruitment strategies, connecting the company brand to build and maintain a compelling message to attract and sustain an inflow of high caliber candidates.
• Collaborate with managers on resume screening, interviewing and the selection process. May provide coaching on effective interview skills, legalities of interviewing, and provide interview guidance where applicable.
• Ensure positive new hire experience by working with Sr HRBP through effective and timely onboarding processes and orientation.

 

Strategic Human Resources Planning

• Collaborate with department leadership to understand business goals and develop human resources strategies that support department and organization goals.
• Provide input into the development of human resources policies and procedures to enhance organizational effectiveness.

Change Management

• Catalyst and implementation specialist for change management and continuous process improvement.
• Create and implement processes and procedures for change in a systematic and controlled manner. Provide input to the development of human resources policies and procedures to enhance department and organization effectiveness.
• Plan, execute and monitor change in a way the minimizes resistance, maximizes employee engagement, and ensures desired outcomes are achieved.

Employee Engagement

• Assist Sr HRBP with new and ongoing engagement initiatives, as needed
• Partner with Corporate and Regional leaders to proactively build and maintain a culture of high engagement and productivity.
• Utilize the Predictive Index for recruiting and group interventions.
• Build relationships with managers and employees, engage employees in conversations, keep a pulse on the internal culture. 

Risk Management

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing risks, and ensuring regulatory compliance. Partner with legal department as needed/required.
• Partner with HR team in maintaining and communicating the employee handbook.
• Mitigate risks through proactive measures and policy enforcement.
• As assigned, investigate thoroughly any claims of harassment, discrimination, and hostile work environment or policy violations and oversee corrective action. Embrace the progressive discipline policy.

Training and Development

• Assist Sr HRBP with administration and tracking of Training & Development programs
• Obtain and maintain instructor certifications, as needed, to assist with administration of L&D initiatives

Compliance

• With HR Team, provide guidance and interpretation, administer and update policies as needed to ensure legal compliance.
• Analyze trends and metrics in partnership with HR team to develop solutions and new programs. 
• Produce and/or assist with administration of the Annual Code of Ethics, and EEO1 reporting requirements.

Human Resources Metrics and Reporting

• Compile and analyze human resources metrics to identify trends and provide insights for decision making.
• Prepare regular reports on human resources key performance indicators and workforce analytics, as assigned.

Other

• Serve as backup for payroll administration.
• Other duties as assigned.

Qualifications

• BA/BS degree in Business, Human Resources Management, or a related field 
• Minimum of 5 years of experience in a Generalist or similar role, with experience in LTI and compensation administration required; in a publicly traded company, strongly preferred.
• Thorough knowledge and understanding of federal, state, and local laws and policies as they relate to human resource practices.
• Experience with ADP is a plus.
• Moderate to advanced skills in Word, Excel and PowerPoint 
• Ability to build strong relationships with employees, especially Sr. Management.

 

Required Competencies

• Understanding of quality of work and how to deliver a quality product or service.
• Self-directed, highly motivated, and results oriented.
• Problem solving, decision making, judgement, professional development, critical thinking, initiative.
• Ability to maintain confidentiality at all levels. 
• Excellent consulting, client management and business acumen skills. 
• Excellent verbal and written communication skills. 
• Strong interpersonal and negotiation skills. 
• Ability to manage multiple conflicting priorities.
• Analytical and strategic thinking skills is required.
• Presentation skills
• Professional and flexible to interact with employees at all levels.

Supervisory Qualifications

This role has no supervisory responsibilities.