HR Generalist

Human Resources Generalist Worksite Location Gulf Bend Regional Plaza, 6502 Nursery Drive, Suite 100, Victoria TX 77904 Shift Fulltime; Monday through Friday, 8:00am to 5:00pm, occasional early or late hours FLSA Status Non-Exempt Education and Experience Required: A bachelor's degree in human resources, business administration, healthcare management, marketing, psychology, communication, or related discipline and a minimum of three years' progressively responsible human resources experience. Preferred: BA/BS in related field and five years' progressively responsible human resources experience; SHRM, PHR, and/or CEBS certification. Job Purpose The Human Resources Generalist is a broad role that is responsible for a range of HR functions supporting the employee lifecycle, including talent acquisition, employee relations, and administration of daily functions and short- and long-range goals. The Human Resources Generalist possesses strong communication and conflict-resolution skills, is self-directed with high organizational abilities, and can work within a trauma-informed environment. The Human Resources Generalist is a key team member within the Human Resources Department, promoting a positive work environment, ensuring compliance, and working closely with HR management in supporting HR functions. Essential Functions and Duties Recruitment Primary contact for recruitment and liaison between applicants and hiring managers. Coordinates with hiring authorities on staffing needs. Administers recruitment process. Maintains the applicant tracking system in HRIS. Open positions are posted within three (3) days of approval on GBC website. Hiring platforms and search engines are reviewed at least weekly to source applicants. Recruitment advertisements are created weekly. Applications are reviewed daily. Review notes are updated daily in the ATS. Qualified applicants' job applications are forwarded within three (3) days of receipt to hiring managers for review. Schedules, prepares for, and attends interviews. Provides interview folders to hiring managers at least one (1) day prior to date of interview. Maintains daily contact with hiring managers on applicant status. Conducts background and reference checks of applicants. Plans and/or attends recruitment events, including career fairs, resume reviews, and/or mock interviews. Maintains contacts with college and high school career development centers. Knowledgeable of job market and industry trends. Anticipates and plans for future hiring needs. Compliance and Policies/Procedures Follows applicable labor and employment laws, regulations, guidelines, Texas Administrative Code, and GBC policies and procedures regarding hiring, compensation, benefits, workplace safety, employee rights, and termination procedures to ensure compliance. Knowledgeable of Center policies and procedures, ensuring that HR policies and procedures are followed consistently and communicated to ensure a fair work environment. Assists Director of Human Resources with short-term and long-range goals of development of HR policy and procedures, laws, standards, and government regulations and making suggested improvements. Employee Relations Provides coaching for directors, managers, supervisors, and employees. May investigate complaints. May facilitate employee disciplinary proceedings. Employee Lifecycle Monitors all phases of the employment process and all personnel transactions for the employee lifecycle. Conducts stay and exit interviews. Back-up to HR Coordinator and Staff Educators (onboarding, offboarding and benefits). Provides training to managers and employees as needed. Retention Participates in activities to promote CORE values. Encourages employee morale initiatives. Promotes a positive work environment. Works with leadership to develop career advancement opportunities. Understanding of educational assistance opportunities. Works with leadership to implement retention strategies. Benefits and Payroll Support Knowledgeable of Center benefits plans. Assist Director of Human Resources with administering Educational Assistance policy. Assists in resolving payroll and timekeeping issues when requested. Reporting and Recordkeeping and HRIS Management Maintains HRIS system (position control, FMLA, job descriptions, performance appraisals, and applicant tracking; leave accruals and benefits). Responds to unemployment claims within time requirements and monitors and maintains unemployment claims in Texas Workforce Commission system and in HRIS (Datis). Conducts research, maintains data, and provides statistical reports to support HR processes. Assist with salary, benefit, turnover, or other surveys as requested. Assist in audits as needed. Performance Management Maintains center-wide job descriptions and performance evaluations. Maintains updated processes for creating and modifying performance evaluations in the HRIS (Datis). Conducts annual job description review with department managers. Sends job descriptions to all employees for annual acknowledgement in the HRIS (Datis). Credentialing/Verification Maintains credentialing of contractors, practicums, interns, students, and volunteers. Maintains department specific credentialing/verification with community partners. Maintains and monitors all professional licenses, including verification on state sites and through the National Practitioner Data Bank (NPDB). Communicates credentialing updates to required departments. Maintains records of contractors, practicums, interns, students, and volunteers. A trauma-informed approach to care "realizes the widespread impact of trauma and understands potential paths for recovery; recognizes the signs and symptoms of trauma in clients, families, staff, and others involved in the system; and responds by fully integrating knowledge about trauma into policies, procedures, and practices, and seeks to actively resist re-traumatization." The six key principles of a trauma-informed approach include: safety; trustworthiness and transparency; peer support; collaboration and mutuality; empowerment, voice and choice; and cultural, historical and gender issues (Substance Abuse and Mental Health Services Administration [2014]). The Three E's of Trauma: Events, Experiences, and Effects. The Four R's: Key Assumptions in a Trauma Informed Approach - Realization, Recognize, Respond, Resist Re-traumatization. Physical Requirements and Environmental Checklist Abilities required to perform the essential and marginal tasks of this job: Walking, Operating #J-18808-Ljbffr CenterSite, LLC