HR Generalist Temp

Title: Human Resources (HR) Generalist/ Temp

Reports To: Executive Vice President, People and Culture

Department/Division: People and Culture

FLSA Status: Non- Exempt

 

Position Summary

This role is responsible for daily human resources functions of the People and Culture department including talent acquisition, employee onboarding, managing compensation and benefit plans, training and development, performance management, and employee relations. As an HR Generalist the incumbent will support assigned business areas/units within INLIVIAN and serve as back-up to other business areas/units when needed.

 

Essential Job Functions

 

• Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; employee relations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

 

• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.

 

• Assists in maintaining INLIVIAN’s Human Resources Information System (HRIS) and helps to manage the relationship with the Agency’s Professional Employer Organization (PEO).

 

• Facilitates new hire orientation; assists with employee onboarding by coordinating with managers and new team members a plan for training and development; checks in with new employees at specified intervals; helps organize ongoing training and development initiatives.

 

• Provides support to employees and management in various HR-related topics; handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

 

• Promotes People and Culture programs to create an efficient and conflict-free workplace.

 

• Attends and participates in employee disciplinary meetings, terminations, and investigations.

 

• Organizes quarterly employee performance reviews; takes on additional tasks around performance management.

 

• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

 

• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

 

• Assists in development and implementation of human resources policies.

 

• Assists in the creation of a work environment that enforces INLIVIAN’s culture; fosters a welcoming, informative, and respectful experience for all of our employees; assists with managing INLIVIAN’s Stay Interview Program.

 

• Manages the tuition reimbursement program; tracks courses and supports employees in identifying opportunities for growth and development.

 

• Develops strong relationships with senior managers and staff throughout agency, as well as with external partners; leads, facilitates, and coordinates employee engagement and recognition initiatives.

 

• Assists with and coordinates diversity and inclusion initiatives.

 

• Gathers and analyzes data with useful HR metrics, such as time to hire and employee turnover rates.

 

• Assists with talent acquisition when needed; recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings; conducts or acquires background checks and employee eligibility verifications.

 

• Performs other duties as assigned.

 

Minimum Qualifications

• Bachelor's degree

• Minimum of 4 years of proven HR Generalist experience in a large organization

• Training or facilitation experience a plus

• Professional HR certification a plus

• Strong knowledge of employment and labor laws, and human resources policies and procedures

• Excellent communication skills - able to interact with all levels of the organization

• Excellent interpersonal, communication, team building and decision-making skills

• Self-motivated and flexible; results oriented in a fast-paced environment with deadlines; ability to respond quickly to changing needs and priorities

• Demonstrated proactive customer service approach

 

Knowledge, Skills, and Abilities

1. Ability to exhibit a professional, positive attitude, and work ethic.

2. Ability to read and comprehend complex material.

3. Ability to manage time effectively, multi-task, and stay organized.

4. Proactive and independent with the ability to take initiative.

5. Excellent oral and written skills.

6. Proficient in Microsoft Outlook, Word, PowerPoint, and Excel.

7. Proficient with or the ability to quickly learn Human Resources Information Systems.

8. Excellent time-management skills.

9. Ability to identify problems and develop effective solutions.

10. Ability to present information in a clear, organized, and convincing manner.

11. Excellent interpersonal skills.

12. Familiarity with employment-related laws, regulations, and HR best practices.

13. Ability to establish and maintain effective working relationships with co-workers, subordinates, contractors, and other persons outside the Agency.

 

Supervision Controls?

The?employee receives instructions from?the?Executive Vice President?of People and Culture.? Methods of accomplishing work are generally at the discretion of the employee and the employee may determine priorities within established deadlines.? The employee keeps?the?Executive Vice President of?People and Culture?informed of work progress and finished work is closely reviewed and spot-checked for accuracy, completion, and compliance with?instructions.??

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Guidelines?

Guidelines followed by the employee include published laws, regulations, handbooks, established policies and procedures, and traditional practices.? Independent research may be necessary depending on the activity and/or task requirements.? If guidelines do not cover a situation, the employee consults the supervisor or makes decisions?based on the circumstances and experience as appropriate within established parameters, and consistent with established?organizational?and departmental practices.?

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Complexity?

The employee performs a moderate number of routine tasks.? The course of action is determined by established procedure, the supervisor, or the employee.? Tasks frequently?must?be coordinated, integrated, and/or prioritized.? Some computer applications may be difficult to accomplish and require resourcefulness and extra research by the employee.? Decisions regarding unusual circumstances may be made by the employee within his or her area of expertise.?

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Scope and Effect?

The employee’s work affects?the?Executive Vice President of People and Culture,?and by extension, the?organization’s?housing programs and clients.? Performing duties effectively, efficiently, and in a professional manner?will?contribute to enhancing the?organization’s image in the Community.?

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Personal Contacts?

Most of the employee’s contacts are with employees?or candidates for employment, business firms, vendors, and the general public.? Contact is made to verify, give, obtain, clarify, provide information, coordinate, advise, motivate, influence, justify, defend, negotiate, or resolve matters or issues.?

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Physical Requirements?

1. Work is principally sedentary, but may involve some physical exertion, such as kneeling, crouching, climbing, or lifting to obtain files and records, and eyestrain from working with computers and other office equipment.?

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2. Must be able to sit and/or stand for up to eight hours at a time while?performing?work duties.?

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3. Must be able to bend, stoop, push, and pull in the performance of office-related duties.?

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4. Must be able to use fingers bilaterally and unilaterally to operate office equipment.?

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5. Must have vision and hearing corrected to be able to perform essential job functions.?

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6. Must be able to perform essential job functions in an environment that will sometimes include increased levels of work-related stress.?

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7. An employee may request a reasonable accommodation to mitigate any of the physical requirements listed above.?

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Work Environment?

Work involves the normal risks or discomfort associated with an office environment and is usually in an area that is adequately cooled, heated, lighted, and ventilated.? From time to time, it may involve visits to housing developments, sites, dwellings, or facilities.?

 

Other Requirements

1. Must possess a valid State of North Carolina or State of South Carolina driver’s license and regularly participate in continuous improvement and education.

 

2. The employee should have the ability to work flexible hours. Some evening work is required.

 

3. Must work with the highest degree of confidentiality.