UniPro Foodservice
Overview
The Human Resource Generalist provides strategic enhancements to the recruitment strategy, onboarding procedures, compensation analysis, and training & development opportunities for the organization. They provide administrative support in multiple functional areas such as record keeping, legal compliance, benefits, performance management, employee relations, personnel changes, and employee exits. This position is a key contributor toward helping maintain positive employee relations, fostering a positive work environment, and employee engagement. Responsibilities
Employee Life Cycle Management
Strategic partner for full employee life cycle management, including attracting, recruiting, onboarding, development/training, transitions, and exit. Reviews procedures and recommends enhancements to streamline processes, keeping the end user in mind to positively impact their experience. Executes full life cycle recruitment, including job description review, sourcing/attracting candidates, screening and interviewing, and onboarding of top talent; proactively sources company needs to ensure quick closure of open/upcoming positions. Tailors interviewing and testing sequence to specific asks from the hiring team; ensures all parties understand the process agreed upon. Conducts all pre-onboarding checks including testing, background checks, and drug screening; ensures all employee eligibility verifications are completed for new hires. Executes buddy assignment based on company program, records assignments and conducts quality checks; makes recommendations for program refinement based on feedback. Brings new hires through corporate training programs designed to fill knowledge gaps in general business operations, company culture, and industry awareness, as well as departmental orientations.
Coordinates and executes new hire orientation; updates orientation materials and ensures materials remain current. Employee Development
Assesses training needs of the organization, forecasting present and future needs based on business objectives. Recommends and sources training content to address skill gaps and upskill current talent. Inspires engagement in training platforms through creative new material releases and course reminders. Tracks training completion and targets 100% engagement with the training platform; deploys targeted communications for associates not utilizing the platform. Coordinates employee development plans for high potential associates; recommends stretch projects and coursework aligned to development goals. Files progress documentation notes on development plans in personnel files.
Associate Transitions
Responsible for processing associate changes (moves, promotions, exits, etc.) in accordance with the Employee Changes Checklist. Collects all pertinent information for associate transitions; ensures appropriate approvals are obtained and documented before proceeding. Retains updated materials such as job descriptions for future refinement. Communicates transitions via company communications and townhall presentations. Processes associate exits including all related paperwork as listed on the Exit Checklist. Conducts exit interviews as needed.
HR Enterprise System & Payroll
System Maintenance: Responsible for the companys HRIS, including data entry, data integrity, and the creation and generation of reports; ensures thorough understanding of HRIS. Shares and teaches critical analytics and system reporting with leadership as requested. Maintains complete and accurate employee personnel files. Communicates HRIS updates to HR team; updates procedures for efficient system use; develops rollout strategies when applicable; trains the organization on new procedures with materials and guides. Submits system enhancement tickets to HRIS for specific customizations; tracks service tickets and follows up on completion. Maintains positive relationship with system vendor and leverages as needed. Maintains up-to-date job descriptions for all positions within the company, stored in the HRIS.
Payroll
Submits payroll-related information to Finance on a biweekly basis. Serves as backup for: (1) bi-weekly payroll processing to ensure coverage; and (2) workflow approval hierarchy for Paycom expense report processing.
Employee Benefits & Wellness
Conducts benefits orientation for new employees and processes related paperwork. Administers company benefit programs; acts as liaison between employees and insurance providers; using multiple online platforms (medical, dental, FSA, life insurance, etc.). Supports with HR Manager the annual health insurance analysis/renewal and 401K management. Participates in the Employee Wellness Committee.
General HR Policy
In partnership with the HR Manager, promulgates the creation, education, and adherence of company policies and procedures. Maintains strict confidentiality of employee information and department records. Investigates complaints brought forward by employees. Provides service and assistance to employees as needed. Acts as the human resources manager in the absence of the HR Manager. Establishes credibility throughout the organization as an effective listener and problem solver of people issues.
Supervision & Contacts
Reports directly to the HR Manager. Internal contacts include all Department Heads, Managers, and all employees; External contacts include recruitment specialists, benefits consultants, and government agencies.
Other Functions
Keeps up to date with the latest HR trends and best practices. Distributes HR-related communications. Manages physical files and file room. Conducts corporate associate events. Participates in other projects and performs other duties as requested or required.
Qualifications
A Bachelors degree in Human Resources (or related area) preferred. A minimum of three years hands-on experience in Human Resources including admin, benefits, employee relations, training & development, legal compliance, and performance management. Excellent organizational and interpersonal skills; ability to maintain confidentiality. Experience maintaining company HRIS. Intermediate to advanced proficiency with Microsoft Office Suite; advanced PowerPoint skills a plus. Strong verbal and written communication skills. Familiarity with COBRA, FMLA, FLSA and related state and federal regulations. HR certification is a plus. Seniority level
Entry level Employment type
Other Job function
Human Resources Industries
Food and Beverage Services
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The Human Resource Generalist provides strategic enhancements to the recruitment strategy, onboarding procedures, compensation analysis, and training & development opportunities for the organization. They provide administrative support in multiple functional areas such as record keeping, legal compliance, benefits, performance management, employee relations, personnel changes, and employee exits. This position is a key contributor toward helping maintain positive employee relations, fostering a positive work environment, and employee engagement. Responsibilities
Employee Life Cycle Management
Strategic partner for full employee life cycle management, including attracting, recruiting, onboarding, development/training, transitions, and exit. Reviews procedures and recommends enhancements to streamline processes, keeping the end user in mind to positively impact their experience. Executes full life cycle recruitment, including job description review, sourcing/attracting candidates, screening and interviewing, and onboarding of top talent; proactively sources company needs to ensure quick closure of open/upcoming positions. Tailors interviewing and testing sequence to specific asks from the hiring team; ensures all parties understand the process agreed upon. Conducts all pre-onboarding checks including testing, background checks, and drug screening; ensures all employee eligibility verifications are completed for new hires. Executes buddy assignment based on company program, records assignments and conducts quality checks; makes recommendations for program refinement based on feedback. Brings new hires through corporate training programs designed to fill knowledge gaps in general business operations, company culture, and industry awareness, as well as departmental orientations.
Coordinates and executes new hire orientation; updates orientation materials and ensures materials remain current. Employee Development
Assesses training needs of the organization, forecasting present and future needs based on business objectives. Recommends and sources training content to address skill gaps and upskill current talent. Inspires engagement in training platforms through creative new material releases and course reminders. Tracks training completion and targets 100% engagement with the training platform; deploys targeted communications for associates not utilizing the platform. Coordinates employee development plans for high potential associates; recommends stretch projects and coursework aligned to development goals. Files progress documentation notes on development plans in personnel files.
Associate Transitions
Responsible for processing associate changes (moves, promotions, exits, etc.) in accordance with the Employee Changes Checklist. Collects all pertinent information for associate transitions; ensures appropriate approvals are obtained and documented before proceeding. Retains updated materials such as job descriptions for future refinement. Communicates transitions via company communications and townhall presentations. Processes associate exits including all related paperwork as listed on the Exit Checklist. Conducts exit interviews as needed.
HR Enterprise System & Payroll
System Maintenance: Responsible for the companys HRIS, including data entry, data integrity, and the creation and generation of reports; ensures thorough understanding of HRIS. Shares and teaches critical analytics and system reporting with leadership as requested. Maintains complete and accurate employee personnel files. Communicates HRIS updates to HR team; updates procedures for efficient system use; develops rollout strategies when applicable; trains the organization on new procedures with materials and guides. Submits system enhancement tickets to HRIS for specific customizations; tracks service tickets and follows up on completion. Maintains positive relationship with system vendor and leverages as needed. Maintains up-to-date job descriptions for all positions within the company, stored in the HRIS.
Payroll
Submits payroll-related information to Finance on a biweekly basis. Serves as backup for: (1) bi-weekly payroll processing to ensure coverage; and (2) workflow approval hierarchy for Paycom expense report processing.
Employee Benefits & Wellness
Conducts benefits orientation for new employees and processes related paperwork. Administers company benefit programs; acts as liaison between employees and insurance providers; using multiple online platforms (medical, dental, FSA, life insurance, etc.). Supports with HR Manager the annual health insurance analysis/renewal and 401K management. Participates in the Employee Wellness Committee.
General HR Policy
In partnership with the HR Manager, promulgates the creation, education, and adherence of company policies and procedures. Maintains strict confidentiality of employee information and department records. Investigates complaints brought forward by employees. Provides service and assistance to employees as needed. Acts as the human resources manager in the absence of the HR Manager. Establishes credibility throughout the organization as an effective listener and problem solver of people issues.
Supervision & Contacts
Reports directly to the HR Manager. Internal contacts include all Department Heads, Managers, and all employees; External contacts include recruitment specialists, benefits consultants, and government agencies.
Other Functions
Keeps up to date with the latest HR trends and best practices. Distributes HR-related communications. Manages physical files and file room. Conducts corporate associate events. Participates in other projects and performs other duties as requested or required.
Qualifications
A Bachelors degree in Human Resources (or related area) preferred. A minimum of three years hands-on experience in Human Resources including admin, benefits, employee relations, training & development, legal compliance, and performance management. Excellent organizational and interpersonal skills; ability to maintain confidentiality. Experience maintaining company HRIS. Intermediate to advanced proficiency with Microsoft Office Suite; advanced PowerPoint skills a plus. Strong verbal and written communication skills. Familiarity with COBRA, FMLA, FLSA and related state and federal regulations. HR certification is a plus. Seniority level
Entry level Employment type
Other Job function
Human Resources Industries
Food and Beverage Services
#J-18808-Ljbffr