JOB SUMMARY:
Are you ready to open a world of opportunity in talent mobility? Our clients include some of the largest and most recognized brands in the world. They’re innovators and leaders in their industries, making life-enhancing breakthroughs every day. We help them tap into those opportunities by placing their exceptional people where they need to be, anywhere in the world. When it comes to service, we set the bar for exceptional … and then we raise it with fresh ideas, leading tools and innovative approaches, and it’s all grounded in our values of truth, love, and integrity. We call it People-first Mobility. We’re looking for exceptional people who share those values along with our passion for delivering the highest levels of service. If that sounds like you, and if you’re ready for a new career opportunity, we’d like to hear from you! Here’s to the world ahead.
We are looking for a Talent Relations Generalist who will be responsible for managing the administration of human resources policies, procedures, and programs, along with the day-to-day operations for assigned branch and corporate locations. Provides employee relations direction/advice with legal guidance. Ensures the effective deployment and implementation of effective human resources programs encompassing employee relations, recruitment, talent management, performance management, staffing logistics, affirmative action, legal compliance, and policies and procedures in accordance with federal, state, and local laws, as well as best practices within the human resources field.
Required Skills
1.Counsels managers and employees in a variety of employee relations matters such as performance/behavior problems, disciplinary action, grievances, complaints, etc. Considers all relevant information, asks pertinent questions, and provides counsel in regard to facts, law, and Graebel culture. Fosters trust and confidence of management as evidenced by lack of negative feedback and continuing requests for assistance. Takes appropriate action to resolve complaints and notify employees of action taken. Provides superior customer service to requests and problems in a timely fashion. Coordinates and oversees employee morale functions and recognition awards. Recommends and implements employee morale activities that are well received by employees, meets company objectives, and are cost-efficient. Conducts regular meetings with respective business units. 2. Assists Director of Talent Management with investigating both formal and informal complaints of discrimination, disparate treatment, and harassment, and recommends appropriate action for resolution of problems. Investigations are thorough, asking relevant questions of the appropriate persons. Documentation is timely, accurate, and meets legal requirements. 3. Plans and executes effective recruitment strategies for open positions to secure a field of quality candidates at the optimum cost; write recruitment ads and place ads in appropriate media including internet and trade publications which meet our Federal Contractor compliance obligation. Makes sound decisions on recruitment strategy for positions and modifies strategies in a timely manner if results are not achieved as desired. Ensure employment ads are accurate, professional, and produce desired results. Ensure onboarding process of new hires is practiced consistently and accurately accordingly to appropriate laws and guidelines. Ensure that offer letters, pre-employment screenings and employee files are composed accurately. In conjunction with the corporate human resources department, develops and maintains an effective new hire orientation program and exit interview process for employees. Ensure the Payroll system is maintained with the correct and accurate employment data. 4. Keeps abreast of corporate human resources policies and procedures, and federal and state labor statutes and regulations, and applies these in dealings with managers and personnel. Coordinates with branch administrators and conducts monthly HR Best Practice meetings and training to ensure compliance with legal and company guidelines. 5. Performs basic team member administration. Assists managerial staff with position requisitions, offer letters, promotion memos, employee file maintenance, job descriptions, performance reviews, performance management, compensation administration (merits, incentives) and conducts exit interviews. Assists Human Resources team on major initiatives/projects. 6. Responsible for ensuring proper processes are followed in regard to the development and maintenance of job descriptions. Also, ensures correct processes are followed regarding compensation which include ensuring that job codes and pay rates/grades fall within the appropriate range, compose and submit the proper documents needed compliance purposes. Follow up appropriately once approval obtained. Performs other related essential duties as assigned or requested.
Required Experience
Education: Bachelor's Degree is preferred in Business Administration, Human Resources Management, Organizational Development or related field. Minimum three (3) years of professional human resources experience acceptable in lieu of formal education. PHR/SPHR/GPHR certification desirable.
Knowledge/Experience: Three (3) years prior professional human resources experience. Prior working experience in a multi-national human resources function preferred.
Skills and Abilities:
Graebel Companies, Inc. is an EEO/AA Employer M/F/Disabled/Vet
1.Counsels managers and employees in a variety of employee relations matters such as performance/behavior problems, disciplinary action, grievances, complaints, etc. Considers all relevant information, asks pertinent questions, and provides counsel in regard to facts, law, and Graebel culture. Fosters trust and confidence of management as evidenced by lack of negative feedback and continuing requests for assistance. Takes appropriate action to resolve complaints and notify employees of action taken. Provides superior customer service to requests and problems in a timely fashion. Coordinates and oversees employee morale functions and recognition awards. Recommends and implements employee morale activities that are well received by employees, meets company objectives, and are cost-efficient. Conducts regular meetings with respective business units. 2. Assists Director of Talent Management with investigating both formal and informal complaints of discrimination, disparate treatment, and harassment, and recommends appropriate action for resolution of problems. Investigations are thorough, asking relevant questions of the appropriate persons. Documentation is timely, accurate, and meets legal requirements. 3. Plans and executes effective recruitment strategies for open positions to secure a field of quality candidates at the optimum cost; write recruitment ads and place ads in appropriate media including internet and trade publications which meet our Federal Contractor compliance obligation. Makes sound decisions on recruitment strategy for positions and modifies strategies in a timely manner if results are not achieved as desired. Ensure employment ads are accurate, professional, and produce desired results. Ensure onboarding process of new hires is practiced consistently and accurately accordingly to appropriate laws and guidelines. Ensure that offer letters, pre-employment screenings and employee files are composed accurately. In conjunction with the corporate human resources department, develops and maintains an effective new hire orientation program and exit interview process for employees. Ensure the Payroll system is maintained with the correct and accurate employment data. 4. Keeps abreast of corporate human resources policies and procedures, and federal and state labor statutes and regulations, and applies these in dealings with managers and personnel. Coordinates with branch administrators and conducts monthly HR Best Practice meetings and training to ensure compliance with legal and company guidelines. 5. Performs basic team member administration. Assists managerial staff with position requisitions, offer letters, promotion memos, employee file maintenance, job descriptions, performance reviews, performance management, compensation administration (merits, incentives) and conducts exit interviews. Assists Human Resources team on major initiatives/projects. 6. Responsible for ensuring proper processes are followed in regard to the development and maintenance of job descriptions. Also, ensures correct processes are followed regarding compensation which include ensuring that job codes and pay rates/grades fall within the appropriate range, compose and submit the proper documents needed compliance purposes. Follow up appropriately once approval obtained. Performs other related essential duties as assigned or requested.