Human Resources Generalist

Twitter Facebook
Location
Salt Lake City, UT
Job Type
Direct Hire
Date
Sep 25, 2018
Job ID
2628721
Human Resources Generalist – Salt Lake City, UT
 
JOB DESCRIPTION
The HR Generalist in Salt Lake City will be part of the leadership team collaborating with senior management and other team members to drive a focus on human capital including practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, safety, productivity and standards, goal attainment and the recruitment and ongoing development of a superior workforce. The Salt Lake City HR Generalist will manage a broad spectrum of HR responsibilities including payroll, talent management/recruiting, performance management, providing HR support to internal and external customers (e.g., counseling, handling employee injury, maintaining corporate policies, etc.) and maintaining employee records. This role supports our companies Utah manufacturing location and partners with the corporate office on HR initiatives and focus.
 
DUTIES AND RESPONSIBILITIES
Primary Objectives:
  • Development of an employee-oriented company culture that emphasizes safety, quality, continuous improvement, and high performance.
  • In partnership with Corporate HR, manages the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
  • Participates in the development and execution of departmental goals and measurements that support the accomplishment of the company’s strategic goals.
  • Facilitating the onboarding and exit process for employees; complete new hire paperwork, create offer letter, initiate pre-employment medical testing, and set up new employees in time and attendance system; communicate pertinent information to candidates; perform exit interviews
  • Supports the HR Team in the development and interpretation of policies and procedures
    • Monitors compliance of HR policy, alerting appropriate supervisors, managers and HR partners of issues and opportunities for improvement
    • Provides HR customer service support to internal and external customers
    • Responds to inquiries regarding organization’s policies, procedures, and benefits
  • Prepares and maintains confidential personnel, medical, and training files of active and terminated employees in compliance with applicable legal requirements
  • Ensures proper approvals and process new hire, status change, and termination paperwork in timely fashion
  • Partners with Leadership and the Operations teams to oversee safety of the workforce.  Responsible for onsite administration and tracking of safety related concerns and training
  • Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use
  • Helps ?to 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 committees including the wellness, training, environmental health and safety, activity, and culture and communications committees
  • Participates in cross-company HR functions and projects
  • Serves as the back-up to HR team members in event of their absence
 
Recruiting Function:
  • Manages the recruitment process for all positions including partnering with temporary staffing and placement agencies
  • Prescreens/reviews resumes, schedules interviews with hiring managers, provides appropriate feedback and communication to agencies/applicants, and extends offers to candidates
  • Tracks and maintains recruiting records and status
 
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
  • Partners with operational management to handle employee disciplinary actions, including conflict resolution; checks that disciplinary records for write up/suspension/termination are handled appropriately and in line with prior precedents
  • Prepares documentation for litigation and arbitration proceedings (e.g., unemployment claims, workers compensation claims)
  • Participates in the conduct of investigations when employee complaints or concerns are brought forth
  • Advises managers and supervisors about the steps in the progressive discipline system of the company and counsels managers on employment issues
  • Assists with the implementation of company safety and health programs. Tracks and posts OSHA-required data and files reports.
 
Payroll Management:
  • Maintains, analyzes, and processes weekly payroll data
  • Reviews hours worked for temporary and permanent employees and partners with employees and supervisors to correct missed punches, review accuracy and minimize anomalies, correct discrepancies, and add notes to record employee absences and usage of PTO or sick time
  • Maintains employee confidence and protecting payroll operations by keeping information confidential
  • Provides payroll processing backup support. Partners with accounting and payroll to maintain the payroll database
 
Talent Management
  • Partners with HR team and manages performance management process including the audit and tracking of performance documentation and coaching on performance and coaching documentation
  • Assists with the research and execution of internal and external employee training needs including training needs assessment, new employee orientation or onboarding, management development 
  • Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports
  • Provides oversight and tracking for corporate training budget
  • Maintains employee training records
 
Compensation
  • Assists with the monitoring of the company wage and salary structure and the variable pay systems within the company including bonuses and raises
  • Provides competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain superior staff
  • Provides coaching and training to managers and employees on compensation practices; educates on link to performance management process
 
Benefits
  • Provides day-to-day benefits administration services. Assist employees with any claim issues
  • Partner with HR team to develop and schedules benefits orientations and other benefits training
  • Administers disability and worker’s compensation claims
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention
 
EDUCATION AND EXPERIENCE
  • Bachelor’s degree required, Master’s degree and/or HR Certification desirable
  • Minimum three to five (3-5) years progressive leadership and responsibility in HR positions
 
REQUIRED COMPETENCIES / ATTITUDES:
  • Strong knowledge of employment laws and practices
  • Experience in the administration of payroll, compensation, and benefits programs
  • Ability to organize, prioritize and manage multiple tasks
  • Effective communication skills
  • Excellent interpersonal and coaching skills
  • Excellent problem solving, analytical, and organizational skills with attention to detail
  • High degree of integrity and evidence of practicing high level of confidentiality
  • Strong computers skills in Microsoft environment, including Excel, PowerPoint, Word, and Adobe
  • Sound technical skills, analytical ability, good judgment, and strong operational focus
  • Prior recruiting experience. Experience recruiting for manufacturing setting required
  • Effectively execute duties with minimum direction
  • Able to operate autonomously or on a team in a dynamic environment
  • Strong fit with the Company’s culture and unwavering commitment to customer (internal/external) satisfaction
  • Self-directed individual who is a team player and has a strong mindset for continuous improvement
  • Aid in implementation of programs to institutionalize a strong corporate culture.
  • Demonstrates all the company’s corporate values:
  • We have an engaging culture.
  • We embrace the rigor to be safety and quality driven in all that we do.
  • We embrace our choice to work here.
  • We operate with transparency, ethics, and integrity.
  • We consistently meet our expectations.
  • We encourage innovation.
 
Demands of the HR Generalist's role
These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Human Resources Generalist's job.  Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Generalist's job.
While performing the responsibilities of the Human Resources Generalist's job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel and to manipulate keys on a keyboard.  The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.