Job Description
United Cerebral Palsy of GA & SC
JOB TITLE: Human Resources Generalist
DIVISION: Human Resources
SUPERVISOR: Sr. HR Generalist
FLSA STATUS: Exempt
JOB SUMMARY: The Human Resources Generalist manages the day-to-day operations of the Human Resource office. The HR Generalist coordinates and manages the administration and implementation of the human resources policies, procedures, and programs; reports to the Sr. HR Generalist, and assists and advises company managers about Human Resources issues.
JOB REQUIREMENTS:
EDUCATION AND EXPIERENCE: Minimum of a bachelor’s degree or equivalent in Human Resources, Business, or Organization Development or equivalent. Three to five plus years of progressive leadership experience in Human Resources positions. Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
SPECIAL LICENSES, REGISTRATION OR CERTIFICATION: Professional in Human Resources (PHR) certification preferred, not required.
•General knowledge of employment laws and practices.
•Experience in the administration of benefits and compensation programs and other Human Resources programs.
•Excellent computer skills in a Microsoft Windows environment. Must include Excel and demonstrated skills in database management and record keeping.
•Effective oral and written communication.
•Excellent interpersonal and coaching skills.
•Evidence of the practice of a high level of confidentiality.
•Excellent organizational skills
•Perform clerical duties such as filing, typing, and responding to calls and e-mails daily.
ESSENTIAL JOB DUTIES AND RESPONSIBILITIES:
The HR Generalist carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment.
The Human Resources Generalist originates and leads Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
Development of the Human Resources Department
•Assists with the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
•Participates in developing department goals, objectives, and systems.
•Participates in administrative staff meetings and attend other meetings and seminars.
•Assists to establish departmental measurements that support the accomplishment of the company's strategic goals.
•Assists with the monitoring of an annual budget.
•Provides solid customer service to their business partners
Human Resource Information Systems
•Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites (i.e. www.ucpga.org and www.ucpsc.org )
•Maintains employee-related databases. Prepares and analyzes reports that are necessary to carry out the functions of the department and company. Prepares periodic reports for management, as necessary or requested.
•Fully utilizes Human Resources software to the company's advantage.
Training and Development •Assists with the establishment of an in-house employee training programs that addresses company training needs including training compliance, needs assessment, new employee orientation or on-boarding, management development,
production cross-training, the measurement of training impact, and
training transfer.
•Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
•Facilitates portion of New Hire Training including Day 1, CPR/CPI and fire safety.
Employment
•Manages the recruitment process for exempt and nonexempt employees and interns using the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
•Facilitate and/or participate in various and effective recruiting initiatives.
•Conducts the recruiting planning meetings when needed staff is identified.
•Assists business partners in the management of headcount for region
•Reviews resumes and/or applications for all candidates and interview nonexempt, and exempt when assigned, candidates for employment.
•Serves on employee selection committees or meetings.
•Responds to unemployment claims
•Posts requisitions and runs reports to ensure accuracy.
Employee Relations
•Assists with the development of Human Resources policies for the company with regard to employee relations.
•Partners with management to communicate Human Resources policies, procedures, programs and laws.
•Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
•Participates in the conduct of investigations when employee complaints, concerns, or grievances are brought forth.
•Advises managers and supervisors about the steps in the progressive discipline system of the company. Counsels’ managers on employment issues.
•Assists with the implementation of company safety and health programs. Tracks and posts OSHA-required data and files reports.
•Verify and facilitate external inquiries and employment status per legal and agency standards
•Initiates and tracks various leaves of absences programs including Worker's Comp and FMLA
Organization Development
•Assists with the carrying out of a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
•Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, and one-on-one meetings.
•Helps monitor the organization’s culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
•Assists with the company-wide Performance Quality Improvement (PQI) committees including the risk management, training, environmental health and safety committees.
•All other duties as required and requested.
•Run and analyze reports such as WC and turnover.
•Assist the compliance department in auditing employee records
•Pull documents as requested by authorizing agencies.
Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
While performing the duties of this job, the employee is regularly required to talk or hear. Specific vision abilities required by this job include close vision and the ability to adjust focus. This would require the ability to lift files, open filing cabinets and bend or stand on a stool as necessary.
Position Type/Expected Hours of Work:
This is a full-time position. Days and hours of work are Monday through Friday, typical day shift hours. Occasional evening and weekend work may be required as job duties demand.
Travel:
Approximately 40%
SIGNATURE LINES: Sign below to indicate that the above statements have been reviewed with me by my immediate supervisor.