Description

The Human Resources Generalist is responsible for providing support to the Human Resources Director/Manager with a primary focus on processing and updating employee information, personnel files, record keeping, correspondence and new hire paperwork as well as assisting in the coordination and implementation of numerous HR initiatives and programs.

The Human Resources Generalist duties include:

• Responsible for a variety of cross-functional duties in the administration of human resources for the facility including staffing, payroll, employee relations, etc..

• Provide coaching and consultation to managers, supervisors and other employees to help resolve and prevent problems related to human resources.

• Perform investigations related to employee relations issues.

• Responsible for the selection and interviews for positions within the facility, including selection criteria and appropriate salary levels for positions and budgets.

• Coordinate new hire and benefits orientation, employee training programs, hiring support, job analysis, compensation analysis, and/or routine employee relations.

• Performs other functions and tasks as assigned.

EDUCATION/EXPERIENCE/SKILL REQUIREMENTS:

• Bachelor's degree in Human Resources, Business, or related field required.

• Three or more years’ experience in a progressively responsible HR role required.

LICENSES/DESIGNATIONS/CERTIFICATIONS:

• Professional certification in Human Resources preferred.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)