Human Resources Generalist

Position Summary The Human Resources Generalist is a crucial role in fostering a positive and inclusive work environment for all employees. Provides excellent internal service to operational and administrative departments. Handles all day-to-day support to managers and employees in all areas of human resources. Some of the responsibilities include: recruitment and hiring, on-boarding/off-boarding, front-line employee relations, benefits, and risk management. Administer systems in the Human Resources Information System (HRIS) and track applicable HR metrics. Maintain a high-level of confidentiality and discretion when supporting managers with performance management and programs for positive staff relations in a manner that upholds El Hogar Community values and the cooperative identity. Salary Range $32.00 - $33.00/Hourly Essential Duties and Responsibilities include the following. Other duties may be assigned. Recruitment and On-boarding Spearhead the agency’s recruitment needs by identifying candidates, coordinating interviews, and processing hiring paperwork. Develop and post job descriptions on various job boards, social media, and company websites. Utilize creative and strategic methods to attract top talent, including social media campaigns, networking events, and partnerships with educational institutions. Proactively source and identify potential candidates using databases, online tools, networking events, and employee referrals. Review resumes and applications to shortlist candidates and maintain a pipeline of qualified candidates for future job openings. Coordinate and schedule interviews with hiring managers and interview panels. Prepare and extend job offers, negotiating terms and conditions as needed. Facilitating the selection process, ensuring timely and transparent communication with candidates. Ensure all pre-employment checks, including references and background checks, are completed. Coordinate the on-boarding process, including preparing on-boarding materials and ensuring a smooth transition for new hires. Conduct new employee orientations, providing information on company policies, culture, and benefits. Assist new employees in completing necessary paperwork and setting up their workstations, receiving employee badges, keys, scan badges and IT equipment. Collaborate with leadership to understand programmatic needs and assist in the development of job descriptions. Credentialing: Conduct thorough credentialing and re-credentialing processes for employees. Verify and validate employee information, including licenses, certifications, education, and work history. Maintain accurate and up-to-date employee files and databases. Collaborate with internal teams to ensure compliance with agency, county and state standards and regulatory requirements. Communicate with employees and external organizations to obtain necessary documentation and resolve any credentialing issues. Assist in the preparation of reports and audits related to credentialing activities. Stay informed about changes in regulations and managed care requirements. Provide support to other departments as needed. Obtain and process appropriate documents to process or update employee County classification. Act as the agency point of contact for Sacramento County QA Communicate appropriate information disseminated by the Sacramento County to site liaison Verify employee license, certification, and/or experience to determine employee’s county classification. Reconcile monthly benefit statement to ensure enrollment and terminations have been processed appropriately. Responsible for the agency benefit administration including open enrollment, assisting employees with all areas of benefits as it relates to enrollment, termination, premiums, qualifying events, updates, and corrections. Includes but not limited to updating payroll deductions and communicating with employees regarding benefit changes. In collaboration with the agency broker address issues related to employee benefit and benefit carrier issues. Provide employees with appropriate information related to the agency benefits. Ensure that employee benefits, such as health insurance, retirement plans, and leave policies, comply with the Employee Retirement Income Security Act (ERISA), the Affordable Care Act (ACA), and other relevant regulations. Manage reporting and disclosure requirements for employee benefits programs. Leave of Absence Administration: Manages Leave of Absence programs for the agency. This includes the interactive process, receiving, reviewing and processing documentation, updating health benefits, and compliance for both company and employees. Maintains informational tools and knowledge of most current laws and regulations relating to FMLA, Workers’ Compensation, PDL, USERRA, CFRA, OSHA, etc. Manages LOA related workers’ compensation cases including, but not limited to: documenting, reporting, and monitoring open and pending cases. HRIS Administrator: Maintain and update the HRIS system to ensure data accuracy and integrity. Conduct regular audits of the HRIS to ensure compliance with company policies and legal requirements. Maintains HRIS system with any benefit related actions such as updating documents, payroll deductions, processing ACA, plan set-up. Enter and update employee information, such as personal details, job titles, compensation, and benefits. Ensure timely and accurate entry of new hires, terminations, and employee changes. Generate and analyze HR reports, such as headcount, turnover, and performance metrics. Provide data insights to support HR decision-making and strategy development. Provide technical support to HR staff and other users of the HRIS system. Stay updated on HRIS trends and best practices to recommend improvements. Responsible for maintenance of position management. Updating according to agency policies and procedures. Develop, administer and maintain performance management platform within the HRIS system. In conjunction with the Safety Coordinator, ensure the agency is in compliance with all State, Federal, county ordinances and CARF requirements. Assist the Safety Coordinator with the processing of worker’s compensation claims, and general liability claims related to damages to agency property. Maintain confidentiality and adhere to HIPAA regulations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Payroll Support: Assist in managing timekeeping systems, ensuring that all employee hours, leaves, and overtime are accurately recorded and approved. Act as a liaison between employees and the payroll department, addressing payroll-related inquiries and issues. Communicate policy changes, payroll schedules, and any updates to employee’s status’. May support with training employees on payroll-related systems and processes. May provide support to the payroll department during peak times, such as the end of the pay period. Aid in identifying and resolving discrepancies or errors in payroll, working closely with payroll to correct issues and prevent future occurrences. Reviews, prepares and supplies payroll with supporting documentation for pay or status changes. Administrative Support: Provide general administrative support to the HR Department (i.e. scanning, faxing, copying) Coordination with Executive Administrative Assistant in ordering and maintaining the HR Department office supplies. Relay important information to the appropriate staff members promptly. Respond to general inquiries via phone or email. Participate in meetings and take minutes as needed. Process expense reimbursements via petty cash, working with Fiscal Department on monthly reconciliation of exchanges. HR Administration: Develop, review, and update HR policies and employee handbooks to ensure compliance with legal requirements and best practices. Communicate policy changes to employees and ensure understanding and adherence. Ensure employees have access to and understand company policies, including the employee handbook. Act as a point of contact for employees regarding HR-related inquiries and issues. Address employee concerns and grievances promptly and effectively. Foster a positive work environment through conflict resolution and mediation. Ensure compliance with federal, state, and local employment laws and regulations. Ensure the organization complies with federal, state, and local labor laws, including the Fair Labor Standards Act (FLSA), Family and Medical Leave Act (FMLA), Equal Employment Opportunity (EEO) regulations, and Occupational Safety and Health Administration (OSHA) standards. Maintaining physical and digital files for employees and their documents, benefits and attendance records Supervisory Responsibilities This job has no supervisory responsibilities. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience Minimum qualifications can be met in the following ways: High School diploma or GED (Required) And 6 years increasing responsibility in General Human Resources (Required) OR Bachelor’s degree in Business Administration, Business Management, Public Administration, Psychology, or Human Resources Management And Two (2+) years of full-time Human Resource experience (Required) Supplemental Qualification Experience configuring and managing HRIS (Required) - Paycom experience highly preferred Computer competency: 2 Year+ (Required) 1-2 years Credentialing (Preferred) 2-3 years experience working in Risk Management (Preferred) Working in a busy non-profit organization with a diverse Mental Health population (Preferred) #J-18808-Ljbffr