Human Resources Generalist

Human Resources Generalist

Human Resources Generalist

ABOUT HOMEWARD PIKES PEAK (HPP)

Homeward Pikes Peak empowers individuals and families to access stable housing, increase mental health, recovery, and economic stability. We create opportunities for individuals and families to restore dignity through treatment and recovery programs, mental health services, and providing housing first. All our programs offer case management to set our clients up for success.

POSITION SUMMARY

The Human Resources Generalist is a sole practitioner that works in conjunction with the leadership team to plan, develop, recommend and implement human resources activities, policies, procedures, and programs that support the overall organization's goals and strategy. Hands-on Human Resources activities include recruiting/staffing, performance management, learning and development, total rewards administration, maintaining a pulse on the employees' work experience and culture, adhering to compliance and safety, and handling employee relations.

This is less than full-time to a maximum of 30 hours per week, exempt position and reports to the CEO.

DUTIES AND RESPONSIBILITIES

Recruiting and Staffing

· Work with hiring manager to create job descriptions and job postings.

· Identify sources for attracting new employees to the organization and create job postings that are enticing to appropriate job applicants.

· Create screening questions for job posting sites and interview teams.

· Conduct initial phone screens with candidates and schedule and participate in interviews with interviewing teams.

· Assist hiring managers in developing interview questions for interview teams (templates).

· Create and send offer letters to final candidates.

· Coordinate background checks, drug screens, and conduct reference checks.

· Develop, plan and conduct new employee orientation to foster positive attitude toward company goals.

· Coordinate new hire activities and ensure managers perform regular check-ins with new hires and managers including 30, 60, and 90 days.

Total Rewards

· Work with the leadership teams to determine compensation strategies and promote rewards to contribute to total compensation and employee value proposition.

· Work with benefits broker and internal finance team to determine annual benefits.

· Conduct annual benefits open enrollment.

· Participate in compensation and benefit surveys and/or conduct wage survey every two years to determine competitive wage rate and remain apprised of current trends.

Performance Management

· Ensure employees receive regular supervisions/check-ins and performance conversations with their manager.

· Work managers in determining best steps in addressing performance issues.

· Participate in performance management and improvement conversations with managers, as needed.

· Ensure annual performance reviews are done regularly, and conversations are documented to mitigate risk to the company.

· Identify training and development opportunities to enhance performance.

· Participate in separation / termination meetings and conduct exit surveys.

· Write separation notices for employees separating with cause.

Learning and Development

· Assess learning needs of each program and their employees, and work with leadership to fulfill training needs and provide developmental opportunities

· Conduct annual harassment prevention training for all employees, and other trainings as needed.

Compliance and Safety

· Ensure employee handbook is updated and policies are communicated across the organization.

· Maintain personnel records in compliance with federal, state and local laws.

· Maintain records of insurance coverage, retirement plan, and personnel transactions such as hires, promotions, transfers, and terminations.

· Manage CO Unemployment Insurance claims and work with leadership to respond to inquiries and correspondence.

· Manage and maintain leaves of absence and workers' compensation claims in accordance with federal, state, and local laws.

Employee Relations and Culture

· Meet with staff as requested to maintain strong employee relations.

· Assist managers in conducting stay interviews.

· Develop and conduct pulse and annual engagement surveys with the staff, assessing results and providing recommendations to upper management as needed.

· Prepare reports and recommend procedures to reduce absenteeism and turnover.

· Conduct investigations into employee complaints.

Strategic Planning

· Contribute to the leadership team to support strategic planning, organizational change and development, and other high-level activities.

· Provide guidance on initiatives from a legal and compliance standpoint to mitigate risk.

HOMEWARD PIKES PEAK TEAM RESPONSIBILITIES

· Attend and participate in organizational staff meetings, training, and other events as requested.

· Attend and or interact with donors, attend community events, or fundraising as requested.

· Integrate with the overall organization and collaborate with the community.

· Produce documentation timely as requested for audits and audit resolutions.

· Maintain office environment to professional standards and display abundant teaming skills.

· Consistently display, adhere to, and promote the company's Values.

KNOWLEDGE, SKILLS, ABILITIES

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

· Proficiency in general computer skills and Microsoft Office applications including Word, Excel, and Outlook; and word processing, spreadsheets, and other platforms.

· Demonstrated ability to communicate effectively in writing and verbally.

· Detail oriented and organized.

· Ability to maintain confidentiality.

· Self-starter and ability to work independently with minimal supervision.

· Ability to use critical thinking methods to prioritize, interpret HR regulations, and problem solve.

· Ability to establish, maintain, and foster positive and harmonious working relationships across the organization.

· A compassionate view of issues related to homelessness, mental illness and substance abuse.

MINIMUM QUALIFICATIONS

· Bachelor's degree in a Human Resources, Business, or a related field. Master's degree preferred.

· 5+ years of experience in a Human Resources role. SHRM or HRCI certification preferred.

· Successful well-rounded HR management experience in not-for-profit setting is preferred.

· Must be able to maintain confidentiality of employee records.

· Proficiency in recordkeeping, tracking, maintaining, and reporting according to HR-related standards and laws.

PREFERRED QUALIFICATIONS

· Master's degree in a Human Resources, Business, or a related field.

· SHRM or HRCI certification preferred.

· Successful well-rounded HR management experience in not-for-profit setting is preferred.

Benefits

COMPENSATION AND BENEFITS

This is a.75FTE position working up to 30 hours per week, this is an exempt position, and has a pay range of $65,000 - $75,000 per year.

BENEFITS (part time employees are eligible for limited benefits):

· Medical, Dental & Vision – employer pays 55% of premium

· Life, accidental death and dismemberment, short term disability insurance – employer pays 100%

· 401k – employer match is 2%

· 18 days of vacation for years 0-5 accruing annually

· 6 days of paid sick leave accruing annually

· 6 paid holidays + 4 floating holidays

· Employee Assistance Plan – employer pays 100%

· Aflac – voluntary insurances

How to Apply

HOW TO APPLY:

Apply directly to this position through Indeed, or you may submit your resume and cover letter to: View email address on click.appcast.io, with Human Resources Generalist in the subject line.

Homeward Pikes Peak is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation