HR Generalist

Position Purpose

The Human Resources (HR) Generalist is responsible for assisting in the execution of the day to day operations of the Human Resources Department. The predominant areas of responsibility include, but are not limited to recruiting, hiring, benefits administration, payroll, and ensuring organization-wide compliance with EEO, ADA, FMLA and other federal, state, and local rules and regulations. The HR Generalist will play an important role in the execution of a HR Business Partner Model while also providing recommendations in establishing overall human resources objectives, policies, procedures, and plans on a weekly, monthly, quarterly, and annual basis. The HR Generalist is cultural ambassador and trusted advisor that can easily maneuver between the strategic and the tactical aspects of human resources, credit union operational needs, and various REV projects.

Duties & Responsibilities

Assumes responsibility for the effective performance of the human resources function.

• Recommends and manages policies based on objective data.
• Effectively administers REV’s compensation, benefits, and incentive programs. Provides recommendations that ensure appropriate service delivery and effective cost management.
• Ensures accurate, updated personnel information is recorded within the HRIS solution and provided appropriately to the Strategic Management Team, departmental leadership, as well as to internal and external auditors and examiners.
• Develops and administers effective recruitment strategies and programs.
• Oversees job classifications and the updating of job descriptions.
• Reports employee relations issues to the HR Manager and Director of Organizational Development and works collaboratively to resolve issues. Tracks employee relations issues and recommends proactive solutions to ensure a first-class employee experience.
• Executes on HR functions, including but not limited to recordkeeping, the employment lifecycle, and annual benefits renewals within accordance of established credit union policies and applicable legal requirements.
• Recommends updates to HR policies. Provides advice and interpretation regarding HR policies as they relate to employees and credit union objectives. 

Assists in the planning, development, and implementation of effective human resources strategies and policies:

• Assists the HR Manager Director of Organizational Development in developing short and long-term objectives, goals and strategies.
• Executes HR strategies and policies consistently with the credit union’s strategic goals.
• Administers operations plans, policies, and goals which further strategic objectives.
• Maintains knowledge of industry trends and employment legislation, and updates policies to ensure compliance.

Assumes responsibility for establishing and maintaining effective communication, coordination, and professional working relations with employees and vendors:

• Ensures employee payroll, benefits, and personnel actions are promptly carried out.
• Ensures management is appropriately informed of areas of personnel improvement.
• Completes reporting requirement accurately and timely.
• Ensures questions and concerns are promptly and courteously resolved.
• Teaches self service options to employees.

Assumes responsibilities for related duties as required or assigned.

Skills & Qualifications

Education/Certification & Experience:  

• Bachelor’s Degree in an applicable field from a certified university or college
• HR designation highly preferred (PHR, SPHR, SHRM-CP, SHRM-SCP)
• Five years of related, progressive experience
• Experience working within a financial institution desired, but not required

Skills/Abilities:                   

• Excellent attention to detail and accuracy
• Excellent analytical, reasoning, and problem-solving skills
• Strong public speaking and presentation skills
• Thorough knowledge of state and federal regulations affecting the HR function.
• Ability to be highly effective in communicating both verbally and in writing
• Microsoft Office Suite proficiency
• Strong problem solving and creative thinking skills
• Proven ability to write reports, manuals, procedures, and policies
• Proven ability to collaborate with a variety of employees
• Proven ability to lead direct reports
• Proven ability to exercise sound judgement based on accurate and timely analysis
• Proficiency with HRIS systems