Under direction, acts as a strategic consultative business partner, responsible for helping attract, develop and retain employees through planning, developing and implementing HR programs and activities. Recommends process improvements either individually or through team participation.
Key Job Activities:
Interpret and assists in developing human resources policies and procedures for consistency, compliance and efficiency.
Oversees talent management initiatives, including employee reviews and performance based compensation adjustments. Advises and coaches employees and managers on development of performance related issues.
Supports communications of HR and business initiatives including benefit plans and plan changes, legal requirements, staffing, and compensation, as appropriate.
Collaborates with managers and employees to resolve employee relations issues; investigates and guides to wise decisions, prepares/helps prepare corrective actions, facilitates involuntary terminations. Monitors employee relations throughout assigned area for development or in analyzing actual trends, issues and problems, and assists local management with addressing issues.
Investigates and resolves external and internal charges/complaints of discrimination or harassment, recommends corrective action, if appropriate. Prepares position statement and response package for external agency charges.
Facilitate various trainings such as New Hire Orientation, Code of Business Conduct Standards, Workplace Harassment, Communication Skills, Change Management, New Manager Training, and other compliance or developmental related topics. Confers with HR Directors and Sr. Managers to determine training and development needs and assisting in the development of long-range programs accordingly.
Assists recruiters with hiring process, as needed. Works with Talent Acquisition and Compensation Department in developing job documentation criteria for new and evolving positions.
Assists in the development and facilitation of programs to promote positive employee relations. Provides guidance to management and team members on issues, complaints, or concerns, educating supervisors to routinely audit workplace environment. Keep management informed regarding current issues, regulations, etc.
Analyze data that may include turnover reporting headcount summaries, exit interview data, internal/external market data and makes recommendations to management based upon analysis.
Provides assistance on leave administration and coordination.
May assist in managing the labor relations and contract administration responsibilities including facilitating a partnership with the union bargaining committee, sitting at the table for labor contract negotiations, and administering 2nd and 3rd step grievances (at union facilities).
Oversees employee personnel records to ensure legal compliance.
Education equivalent to college degree in Human Resources, or the equivalent in related work experience demonstrating sound knowledge of human resources policies and procedures. PHR certification a plus.
Seven or more years of Human Resources Generalist/Management experience required, or the equivalent in related work experience, demonstrating a sound knowledge of state, local and federal labor laws and regulations. Employee Relations experience a must.
Prior experience in working with multiple work locations and union experience a plus, demonstrating the ability to handle sensitive, confidential information on a regular basis.
Demonstrated ability facilitating various trainings. Experience in developing curriculum a plus.
Demonstrates good knowledge of Microsoft Office including Word, Excel, and PowerPoint.
Demonstrates familiarity with ADP HRIS/Payroll system or other HRIS Systems a plus.
Demonstrates the ability to provide technical and work direction to lower level Human Resource Generalists.