KEY ACCOUNTABILITIES:

Communicate and assure compliance with compensation, benefits, and leave policy and programs.  Work with business groups to manage compensation needs.  Ensure competitive compensation for retention, manage the merit review process for designated business groups, administer pyramid reviews and other processes; administer performance evaluation process for exempt and non-exempt.  Manage, administer, and advice client groups on all needs related to leave administration; Federal and specific state leave of absence programs.  Support for all benefit related questions and issues; provide consultation to business groups on benefit impacts through employee leaves.  Resolve performance issues for headquarters staff (through Director level) through separation; resolve team member issues and act as counsel to management and team members. Ensure consistency and fairness in policy; also as it relates to Federal and State law requirements. Coordinate with training department to support training and development for assigned client groups.  Facilitate various training as needed in the areas of management & overall employee development, diversity, harassment, new hire orientations, and performance management.  Consult clients on changing organization needs; participate in developing and conducting reorganizations to maximize the effective use of resources and minimize adverse impact and risk. Consult with business leaders on team restructures and assist in the development of restructuring communication. Oversee and manage all organizational changes and movement through PeopleSoft; conduct data audits to ensure accuracy.  Participate in and oversee the sourcing and identification of employment candidates, including the review and analysis of resumes. Interview candidates of all levels including management roles. Build strong business partnerships with Hiring Managers by developing effective recruiting strategies. Ensure the management of applicants through applicant tracking system from application to onboarding. Manage the HR Generalist staff and provide work direction, performance management and ensure the department is adequately staffed and resourced.  Ensure the team is motivated, engaged and has the right resources to be successful in their role. And any other job responsibilities/duties assigned by the division

KNOWLEDGE AND EXPERIENCE:

Education Level: Degree in business, human resources or related field. Master’s degree beneficial. Human Resources Certificate a plus. 

Experience Level: 

5- 8 years generalist human resources or other related business experience, including behavioral interviewing, employment, training, employee relations, compensation, diversity, management/organizational development, risk management and loss control.

1-3 years management experience. 

Skills and Experiences: 

Sound judgment in decision making and problem solving Strong conflict management skills.  Strong interpersonal skills.  Ability to lead and influence others.  High degree of initiative; proven team player, excellent customer service skills.  Excellent written and verbal communication skills.  HR recruiting experience to include corporate positions at management level. HR generalist experience with an emphasis on training, management coaching, employee relations, conflict resolution, and management/organizational development preferred. Must be able to manage confidential information. Proficient computer skills including PeopleSoft and Microsoft Office. Ability to work effectively with all levels of employees and management.  Demonstrated strategic thinking skills. Strong problem-solving skills; able to solve a wide range of complex problems.

TRAVEL REQUIREMENTS:  none 

PHYSICAL ENVIRONMENT:  

Sits for extended periods of time. Bending, stooping and twisting required periodically. Uses calculators, keyboards, telephone, and other office equipment in the course of normal workday. Workday is fast paced.

 

Disclaimer:

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this job classification. They are not intended to be construed as an exhaustive list of all responsibilities and skills required of personnel so classified.

 

An Equal Opportunity Employer