People Partner, Generalist

POSITION: People Partner, Generalist STATUS: Exempt SUPERVISOR : Director of Human Resources

SUMMARY

As a member of the Human Resources team, the People Partner, Generalist strives to create and deliver a seamless positive employee recruiting & onboarding experience to both internal applicants, external applicants and hiring managers. Provide employee relation support as needed and other duties as assigned.

SUPERVISION RECEIVED AND EXERCISED :

Operates under the direct general supervision of Director of Human Resources. This person does not supervise any staff. Supports all NMA offices as needed.

ESSENTIAL DUTIES AND RESPONSIBILITIES

The below statements are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing of all responsibilities, duties and/or skills required. Other duties may be assigned. Recruiting: Attract and recruit applicants by placing job advertisements and using job sites to achieve staffing objectives. Establishes recruiting requirements by studying organization plans and objectives, and meeting with managers to discuss needs, requirements, and qualifications. Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; Provides organization information, opportunities, and benefits; making presentations; and maintaining rapport (New Hire Orientation) Determines applicant requirements by studying job descriptions and job qualifications. Evaluate applicants by pre-screening resumes, interviewing candidates, analyzing responses, verifying references, and comparing qualifications to job requirements. Arrange management interviews by coordinating schedules; arranging travel, lodging, and meals; and arranging community tours. Improve organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; and emphasizing benefits and perks. Avoids legal challenges by understanding current legislation, enforcing regulations with managers and recommending new procedures with respect to onboarding, recruiting and interviewing. Updates job knowledge by participating in educational opportunities, reading professional publications, maintaining personal networks, and participating in professional organizations. Accomplishes human resources and organization mission by completing related results as needed. Arrange interviews for transfers and promotions. If an offer is to be presented email People Partner, People and Culture to make offer letter and PAF. If candidate is not selected send rejection email and notify People Partner, People and Culture to have meeting with staff on interview feedback. Organizes and executes job fairs. Assists with recruiting and staffing of new projects and offices. Onboarding: Complete all parts on the onboarding process: Offer Letters Background check (review background results for pass/fail) ADP Portals SharePoint Site Sexual harassment training Complete audit for all steps on new hire SharePoint. Alert payroll to move employees to hired via email and SharePoint. Complete form i-9 within 3 business days. Review COI and add COI data into employee notes (if any). Training: Onboard new HR department team members. Provide training to HR department team members for onboarding process. Employee reported activity that does not fall under job description: Report within 24 hours of reported to you to HR Director and People Partner, People & Culture. Examples: FMLA, medical, Harassment claim, bullying, etc. Provide employee relations support as needed to all offices: Provide comprehensive Human Resources services to NMA program. Deliver & provide support across the NMA office(s). Analyze Human Resource issues and provide expert advice, training, and policy interpretation to the program management staff in these areas. Avoids legal challenges by understanding current legislation, enforcing regulations with managers, recommending new procedures, and conducting training. Perform special projects as assigned. Analyze, research, and execute policies involving classification, compensation, all aspects of recruitment and employment, performance evaluations, disciplinary actions, benefits administration, separation/layoffs, leaves of absence, staff merit, and payroll assistance. Participate in long and short-term planning and assist in the development of the department’s personnel procedures and controls. Manage intern program by conducting orientations; scheduling rotations and assignments; monitoring intern job contributions; coaching interns; and advising managers on training and coaching. People Partner, Talent Acquisition will communicate transfers and promotion interview outcomes. If an offer is to be presented email People Partner, People and Culture to make offer letter and PAF. If candidate is not selected send rejection email and notify People Partner, People and Culture to have meeting with staff on interview feedback. Reporting needed: New hire/term date report monthly COI list Employee roster Employee support for NMA location(s) such as: Process, communicate & assist management with Promotions as needed. Process, communicate & assist management with Demotions as needed. Process, communicate & assist management with employee documentation and/or write ups as needed. Process, communicate & assist management with employee performance plans as needed. Process, communicate & assist management with employee reviews as needed. Process, communicate & assist management with terminations both voluntary and involuntary. New Hire Training Outcome Process: Process transfers immediately Process offboards immediately Process, communicate & assist management with leave of absences including voluntary, FMLA and reasonable accommodations as needed. Coordinate, staff & recruit for leadership & critical positions. Coordinate, Present, document presentations as needed such as HR Quarterly Meetings, Diversity, Section 3, etc. Provide Human Resources leadership coaching as needed to onsite leaders. Coordinate and Lead safety practices and other safety as needed. Onboarding for staff that is not a new hire: Rehires Conversions Onboarding: Complete all parts on the onboarding process: Offer Letters Background check (review background results for pass/fail) ADP Portals SharePoint Site Sexual harassment training Complete audit for all steps on new hire SharePoint. Alert payroll to move employees to hired via email and SharePoint. Complete form i-9 within 3 business days. Review COI and add COI data into employee notes (if any). Perform other duties as assigned.

BEHAVIORAL COMPETENCIES:

To perform the job successfully, an individual should demonstrate the following competencies: Leadership: Provide lead direction on special projects or processes by clearly and effectively setting course of action; and manage efficiency of processes, materials or programs by providing regular feedback and reinforcement to appropriate staff as required. Performance Excellence: Set high standards of performance; pursue aggressive goals and work hard/smart to achieve them; strive for results and success; convey a sense of urgency and bring issues to closure; and persist despite obstacles and opposition. Customer Service: Meet/exceed the expectations and requirements of internal and external customers; identify, understand, monitor and measure the needs of both internal and external customers; talk and act with customers in mind; and recognize working colleagues as customers. Effective Communication: Ensure important information is passed to those who need to know; convey necessary information clearly and effectively orally or in writing; demonstrate attention to, and convey understanding of, the comments and questions of others; and listen effectively. Quality:Demonstrate accuracy and thoroughness; look for ways to improve and promote quality; apply feedback to improve performance; monitor own work to ensure quality. Responsiveness and Accountability: Demonstrate a high level of conscientiousness; hold oneself personally responsible for one's own work; and do the required fair share of work. Integrity: Must abide by strict ethical standards, integrity, objectivity and confidentiality when dealing with client, employee or financial information, and budget analysis and must avoid any personal conflicts of interest.

DESIRED QUALIFICATIONS

Must be highly motivated with a positive attitude, and exhibits patience, teamwork, critical thinking, and emotional intelligence. Demonstrated experience working with a broad scope of complex personnel and related functions, such as recruitment and selection, compensation, employee relations, reviews and evaluations, benefits administration, and termination/layoffs. Demonstrated experience performing job analysis and creating job descriptions, knowledge of appropriate classification and compensation levels for programs, technical, professional, administrative, and clerical positions. Demonstrated knowledge of human resources policies and programs, and how they affect the programs policies and procedures. Proven ability to evaluate, interpret, and implement policies and procedures relevant to payroll and employment. Knowledge of a Human Resources Management System (HRMS), and/or other related business software programs and systems. ADP Workforce is a plus. Strong computer skills in a PC environment using various business software programs (spreadsheets, word-processing, and databases) with a willingness and ability to update and increase skills and knowledge as needed. Strong analytical skills to conduct analysis and develop recommendations. Demonstrated organizational skills and problem-solving skills. Excellent written communication skills with a demonstrated ability to write concisely, persuasively, and to clearly summarize information. Proven ability to maintain strict confidentiality and use discretionary practices. Job offer is contingent upon a satisfactory clearance of the applicant’s background. Computer experience including MS Office applications 2-4 years exempt and non-exempt recruiting experience in full life-cycle environment, including management of multiple high-volume roles simultaneously Minimum 2 years’ experience recruiting in relevant industry environment

EDUCATION AND EXPERIENCE:

Minimum of a bachelor’s degree or equivalent in Human Resources, Business or Organization Development or HR certification from HRCI or SHRM. 2-4+ years Recruiting and Staffing experience. 2-4+ years Human Resources Generalist experience.

PHYSICAL DEMANDS AND WORK ENVIRONMENT:

Work in office position as needed. Able to work after hours and weekends as needed. Monday-Friday 8:00AM-5:00PM EST #J-18808-Ljbffr RiseMe