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Full Job Description
Summary
The Human Resource Generalist will build relationships within the HR department and throughout the operations departments to provide effective communication, administrative and strategic support, as well as guidance through an organized approach to rapidly changing priorities.
Key Responsibilities:
Recruiting:
Source candidates for open hourly positions
Conduct full-cycle recruiting process including sourcing, interviewing, generating offers and completing background checks for hourly employees
Follow compensation guidelines and/or consult with the appropriate person to ensure the correct compensation
Safety:
Responsible for administration of all safety programs and safety committee meetings
Monitor, schedule, and perform safety training to maintain OSHA compliance
Maintain first aid kits
Create safety incident reporting folders and distribute to operations
Communicate and enforce incident reporting regulations
Complete incident reporting tracking regularly
Affirmative Action:
Complete tracking of EEO information
Enter administrative data for applicants by EEO classification using Applicant Tracking Spreadsheet
Employee On-Boarding:
Conduct new hire orientations
Ensure all new hires have supplies and resources necessary to perform their jobs effectively
Complete all new hire processing and paperwork associated with processing
Complete E-Verify process for each employee hired
Employee Relations:
Assist HR Manager and management team with providing a positive employee relations experience
Conduct on boarding follow-up reviews for hourly employees
Along with the HR Manager, formulate expedient solutions to employee concerns
Visit employees in an agriculture, mill and food processing environment to assist in understanding employee concerns as well as confirming corrective action and follow-up is complete
Payroll:
Support payroll department with required communications to ensure all payroll information is submitted accurately each pay period
Other responsibilities as assigned
Qualifications
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
High School Diploma, or equivalent required
Bachelor’s degree in HR, Communications, or related studies or equivalent experience required
Recruiting – sourcing, screening, communicating, interviewing, organizing pre-employment screening
On-boarding
Safety administration
Understanding and communicating employee benefit and compensation programs
Prior experience in the poultry industry preferred but not required
Knowledge, Skills and Abilities
Ability to read, speak and write in both English and Spanish is preferred
Knowledge of progressive sourcing and recruitment methods
Ability to rapidly learn and maintain a fast work pace
Work independently
Strong customer service focus
Maintain a professional attitude and appearance
Must be dependable and reliable
Physical Demands
Sit, use keyboard, use fine manipulation with hands and fingers. Lift up to 10 pounds.
Work Environment
Clean, temperature controlled environment. Noise level is low. No personal protective equipment needed.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
