HR Generalist

HR professional who manages administrative day-to-day human resources functions across the employee lifecycle. Will be an HR contact for employees and managers, balancing operational tasks (benefits, compliance) with people-focused work (recruiting, performance, employee relations). Role and Responsibilities New Hire Processing - Completes new hire orientation. Gathers appropriate paperwork for inputting data in the HRIS and other systems and sets up all files to accurately maintain data. Communicates status to appropriate departments. Employment Information – Processes all changes related to associates’ personal information, employment or compensation (including terminations). Maintains information in organized and current fashion and communicates changes to affected departments or third parties. Benefits Administration - Processes benefit enrollees, changes and terminations in all applicable systems. Manages COBRA and flexible benefit program reporting. Assists in annual open enrollment process. Payroll Support – Audit payroll to ensure accuracy of changes and serve as primary backup for Payroll Administrator. Inquiries - Responds to all general incoming HR questions related to Company benefits, training, policies and procedures, or other programs. Also responds to questions from outside authorized persons and agencies with respect to associate data. HR Administration - Maintain associate files, manage HR forms, updates HR Page in HRIS. Training - Processes training requests, maintains associate data and runs reports within HRIS. Recruitment – provides administrative support to recruitment processes as needed. Other – Performs other related duties or projects as assigned. Key Competencies Attention to Detail: Thoroughness in accomplishing a task through concern for all the areas involved, no matter how small. Monitors and checks work or information and plans and organizes time and resources efficiently. Communication: Creates an atmosphere in which timely and high quality information flows smoothly both up the organization and down, inside the organization; encourages open expression of ideas and opinions. Customer Focus: Demonstrates concern for meeting internal and external customers’ needs in a manner that provides satisfaction for the customer. (“Customers” can be co-workers, peers or management as well as external consumers of a service such as students, parents, or community members.) Flexibility: Changes behavioral style or method of approach when necessary to achieve a goal; adjusts style as appropriate to the needs of the situation. Initiative: Does more than is required or expected in the job; does things that no one has requested that will improve or enhance products and services, avid problems, or develop entrepreneurial opportunities. Plans ahead for upcoming problems or opportunities and takes appropriate action. Interpersonal Relationships: Thinks carefully about the likely effect on others of one’s words, actions, appearance and mode of behavior. Maintains stable performance and emotional control when faced with opposition, pressure, hostility from others and/or stressful conditions Planning/Organization and Follow Up: Establishes a systematic course of action for self or others to ensure accomplishment of a specific objective. Sets priorities, goals and timetables to achieve maximum productivity. Reliability: Demonstrates a high level of dependability in all aspects of the job. Education and Experience Education – Associate degree plus 2+ years of progressive HR experience, or high school diploma with 4+ years demonstrated HR experience. Experience – 2–4 years of hands‑on HR experience covering recruiting, benefits administration, employee relations, onboarding, and HRIS usage. Functional Skills – Recruiting/full cycle hiring, benefits & leave administration, onboarding/offboarding, employee relations basics, HRIS and MS Office (Excel). Certifications and Training – Preferred certifications: SHRM‑CP, PHR #J-18808-Ljbffr Dormont Manufacturing Co