Mullin
The HR Generalist plays a critical role in the HR team, aiding in various aspects of human resources management, including employee relations, performance management, benefits administration, and compliance. The role requires a strong understanding of HR best practices, the ability to manage complex employee issues, and a proactive approach to developing and enhancing HR initiatives.
To be successful in this role, you must:
Onboarding:
Ensure that the new hire orientation process properly introduces new employees to the company culture. Employee Relations:
Serve as the primary point of contact for employee relations matters, mediating conflicts, handling disciplinary actions in conjunction with managers, and ensuring compliance with company policies and legal standards. Conduct exit interviews to identify reasons for employee termination. Performance Management:
Oversee performance review processes, coach managers on providing feedback, and support the development and implementation of employee development plans. HR Policy & Compliance:
Ensure compliance with federal, state, and local employment laws, maintain employee records, and update HR policies as needed to reflect changes in legislation. Benefits Administration:
Manage employee benefits programs, including health insurance, retirement plans, and other perks, ensuring that employees understand their benefits and the programs. Maintain communication with plan administrators/brokers. Training & Development:
Identify training needs, design and implement learning initiatives, and support leadership development efforts to ensure employees have the tools and skills needed for success. Compensation Management:
Collaborate with leadership to evaluate and implement salary structures and compensation policies, ensuring competitive and equitable pay practices. HR Metrics & Reporting:
Track and analyze key HR metrics, such as turnover rates and employee engagement, and provide actionable insights and reports to management. Conduct ex Project Management:
Lead or participate in HR-related projects, including company internship program, employee engagement programs and event, and organizational development efforts. Leadership:
Aid in the supervision and management of HR staff relating to employment, compensation, and employee relations. Provide support to the leadership team in the absence of the Director of Human Resources. Qualifications
Education:
Bachelors degree in Human Resources, Business Administration, or a related field. Experience:
Minimum of 3-5 years of progressive HR experience Knowledge & Skills: Strong understanding of HR principles, labor laws, and best practices. Exceptional communication and interpersonal skills. Experience managing employee relations and resolving conflicts. Ability to work independently and as part of a team in a fast-paced environment. Proficiency in HRIS systems and MS Office Suite (Word, Excel, PowerPoint). Strong analytical and problem-solving skills.
401K plan with partial match Paid Time Off to include Vacation and Sick Dental, Vision, Disability and many more supplemental insurances
#J-18808-Ljbffr
Onboarding:
Ensure that the new hire orientation process properly introduces new employees to the company culture. Employee Relations:
Serve as the primary point of contact for employee relations matters, mediating conflicts, handling disciplinary actions in conjunction with managers, and ensuring compliance with company policies and legal standards. Conduct exit interviews to identify reasons for employee termination. Performance Management:
Oversee performance review processes, coach managers on providing feedback, and support the development and implementation of employee development plans. HR Policy & Compliance:
Ensure compliance with federal, state, and local employment laws, maintain employee records, and update HR policies as needed to reflect changes in legislation. Benefits Administration:
Manage employee benefits programs, including health insurance, retirement plans, and other perks, ensuring that employees understand their benefits and the programs. Maintain communication with plan administrators/brokers. Training & Development:
Identify training needs, design and implement learning initiatives, and support leadership development efforts to ensure employees have the tools and skills needed for success. Compensation Management:
Collaborate with leadership to evaluate and implement salary structures and compensation policies, ensuring competitive and equitable pay practices. HR Metrics & Reporting:
Track and analyze key HR metrics, such as turnover rates and employee engagement, and provide actionable insights and reports to management. Conduct ex Project Management:
Lead or participate in HR-related projects, including company internship program, employee engagement programs and event, and organizational development efforts. Leadership:
Aid in the supervision and management of HR staff relating to employment, compensation, and employee relations. Provide support to the leadership team in the absence of the Director of Human Resources. Qualifications
Education:
Bachelors degree in Human Resources, Business Administration, or a related field. Experience:
Minimum of 3-5 years of progressive HR experience Knowledge & Skills: Strong understanding of HR principles, labor laws, and best practices. Exceptional communication and interpersonal skills. Experience managing employee relations and resolving conflicts. Ability to work independently and as part of a team in a fast-paced environment. Proficiency in HRIS systems and MS Office Suite (Word, Excel, PowerPoint). Strong analytical and problem-solving skills.
401K plan with partial match Paid Time Off to include Vacation and Sick Dental, Vision, Disability and many more supplemental insurances
#J-18808-Ljbffr