The Human Resources Generalist performs human resources-related duties at the professional level and may carry out responsibilities in some or all of the following functional areas: employee relations, training, employment, labor relations, affirmative action and employment equity programs.
Essential Functions
Partners with employees and management to communicate various human resource policies, procedures, laws, standards and other government regulations.
Conducts exit interviews, analyzes data and makes recommendations to the management team for corrective action and continuous improvement.
Responds to employee relation issues such as employee complaints, harassment allegations and civil rights complaints.
Represents the company for any unemployment claims.
Manage and process changes in the HRIS platform.
Maintains and coordinates employee recognition programs.
Interviews, screens and recruits job applicants to fill entry-level, professional and technical job openings.
Reviews applications and interviews applicants to match experience with specific job-related requirements.
Conducts new-hire orientation.
Travel
Occasional travel to various worksites
Job Requirements
Bachelor’s Degree, preferably in Human Resources, Organizational Development or business-related discipline.
Minimum of 3 years experience resolving complex Human Resource issues as an HR Generalist or HR Manager that includes working knowledge of multiple HR disciplines: employee relations, compensation practices, organizational diagnosis, diversity, recruitment, performance management, federal and state employment laws and time management.
Preferred Requirements:
Certification- either PHR/SPHR/SHRM-C or SHRM-SCP.
Proficiency with Microsoft Office, particularly Excel and PowerPoint.
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)
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