HR Generalist I

Summary Description:

The Human Resources Generalist I supports the day-to-day operations of the HR Department and provides advice, assistance, and follow-up on company policies and procedures. This position coordinates the resolution of policy-related and procedural issues and inquiries. Responsibilities are in the following functional areas: HR office management, employee/labor relations, Human Resource Information Systems (HRIS), HR policy administration, benefit administration, coaching of employees/leaders, and recruiting & selection.

Job Duties (Accountability Categories and Essential Functions/Key Responsibilities): NOTE: The job may

include other “non-essential” responsibilities and duties that are not listed on this form.

#

Accountability

Category

Essential Functions/Key Responsibilities

% of Time

1

HR Office Management

• Contributes to the daily transactions of the Human Resources Office including ensuring proper record-keeping and file management processes.
• Responsible for application of the employee attendance policy and counsels employees as needed.
• Coordinates and is point person for vendor management such as uniforms, vending machines/fresh markets, janitorial service, etc.
• Establishes and maintains an accurate and employee friendly environment.
• Serves as backup to the Plant Safety Leader, HR Supervisor and/or HR Manager when necessary.

25%

2

Employee Relations

• Handles and resolves low-to-mid-level employee relation investigations and issues and escalates when necessary.
• Supports employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation through various methods including active floor time, etc.
• Leads employee engagement teams that support social, networking, and technical opportunities in the plant including Leprino Voice and other engagement surveys.
• Champions the plant Wellness Program or other Program including leading an interactive and progressive team, facilitating communication, preparing the annual proposal including estimated expenses, and maintaining the budget.
• Reviews disciplinary documentation and participates with business partners in employee disciplinary meetings, terminations, and investigations.
• Assists with location’s reasonable accommodation process, conducts dialogues with employees, and documents related actions.
• Assists with labor relations process as applicable at Union Plants such as grievance closure, contract interpretation,

20%

coordination of JLRC meetings, preparation for arbitrations, and maintaining related tracking systems and documentation.

• Facilitates employee focus groups to enhance positive employee relations.

3

Recruiting and Selection

• Coordinates the location’s recruiting efforts with business partners to ensure proper staffing levels are maintained within the plant, including development of employment advertisements and/or working with third-party staffing agencies as needed.
• Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions.
• Assists in the coordination and facilitation of the orientation, onboarding, and retention feedback process for new employees.
• Conducts new hire orientation training on Human Resources subject matter.
• Uses turnover data for the facility to identify areas of opportunity.
• Completes exit interviews for non-exempt team members.
• Coordinates internal job transfer posting and selection process.

20%

4

Coaching & Development

• Provides local leadership with advice, assistance and follow- up on company policies, union contract (as applicable), procedures, legal compliance, and documentation.
• Communicates and shares Human Resources policies, procedures, programs, and laws when needed.
• Facilitates and navigates leaders and employees through conflict management and positive employee relations.

15%

5

HR Policy Administration

• Supports the development and implementation of plant-level Human Resources policies and practices and manages day-to- day execution of plant- and corporate-level policies and strategies to ensure consistent application.
• Coordinates compliance and regulatory training for all employees such as Harassment and Discrimination Prevention, Affirmative Action, etc.
• Reviews and conducts internal audits of HR policy and procedure application to maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices.
• Prepares, analyzes, and distributes reports that are necessary to carry out the functions of the department including compilation of quarterly applicant flow data for Affirmative Action Plan (AAP) reporting.
• Supports, operates, and has a thorough understanding of the SAP system, owning SAP-related processes in the plant.

10%