Human Resource Generalist

Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

HRIS Transactions

• Coordinate the completion of all necessary on-boarding and integration materials and documents for new hires, rehires, transfers, and promotions.

• Review and approve employee letters of offer, transfer, or promotion.

• Send invitations for and track attendance at new hire orientations and prompt 100 percent attendance.

• Collect, review, submit, and file all new hire, rehire, promotion, and transfer paperwork.

• Ensure new work sites and managers are prepared for new hire, including plans for the first day of work.

• Process HRIS requests in Workday.

Compliance

• Create Personnel folders with the required compliance documentation.

• Supply all necessary documentation after providing a quality control check to ensure all documents are complete and the date keyed is correct.

• Ensure compliance with corporate policies, standard operating procedures (SOPs), and HR laws.

• Lead routine HR audits and compliance audits.

Employee Relations

• Provide focused employee relations support, including complex issues such as layoffs, terminations, harassment or other forms of discrimination complaints, and employee performance improvement plans (PIPs).

• Brief and discuss all employee relations complaints and investigations with your HR Manager on a timely and ongoing basis and communicate results to affected employees and managers.

Supervision

• Supervise a local Human Resources Coordinator upon successful completion of introductory period. Provide feedback as necessary.

• Act as the site team lead for HR and partner with Rehabilitation team regarding employee matters.

Recruitment

• Recruit for certain positions including internal and external position postings/advertisements and obtain budget approval for new positions with the corporate office.

• Obtain eligible compensation level/range for positions from Corporate Compensation.

• Assist interviewing candidates; validate all screening steps have been completed, and all results meet the standards for the position.

• Assist hiring managers in making selections, including all transfers and promotions, and extend job offers for positions.

• Conduct site visits to Colorado and Nebraska locations to ensure HR presence as needed.

• Monitors leave usage to see that it conforms to FMLA and leave-related policies.

• Review Pre-Check reports to ensure timely and accurate approval of employees' timesheets.

• Verify terminations/changes are accurately entered into employees' profiles.

• Facilitate processing of requests for benefit programs, including tuition reimbursement, leave donations programs and submit them to the Benefits and/or Payroll Department for final approval and processing.

• Coach managers and leaders on the implications of transferring/promoting/demoting employees from one position to another, regarding wages, benefits, performance expectations, timelines, HRIS actions, and any costs that may result from such decisions.

• Conduct exit interviews.

• Proactively reach out to managers regarding corporate needs, work environment concerns and increased employee development.

• Maintain confidential personnel files and benefits records in accordance with the organization's policies and HR laws. Strong focus on confidentiality, efficiency, and completeness.

• Adhere to all local, state and federal safety and environmental codes, ordinances, standards and laws.

• Perform other responsibilities as assigned.

• Required: Bachelor's degree in human resources or related discipline

• Required: Two (2) years Human Resources experience or five (5) years management or leadership experience.

• PHR or SHRM-CP certification or ability to obtain within the first 18 months in the position.

• Knowledge of human resources laws and corresponding compliance requirements.

• Strong computer skills to include proficiency with Microsoft Office software, specifically Word and Excel.

• Ability to learn and become an expert user of HRIS systems.

• Ability to communicate in a confident, clear, and professional manner, verbally and in written communications.

• Possess broad communication skills, from front-line employees to executives.

• Solid knowledge of the principles and practices of human resource administration.

• High level of interpersonal skills to handle sensitive and confidential situations, information, and documentation.