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Junior HR Generalist

POSITION SUMMARY: Under the direction of the Strategic Human Resources Business Partner (SHRBP), the Human Resources Generalist serves as an internal consultant to operational leadership on human resource-related issues, acts as an employee champion and change agent, identifies and prepares development plans for the employees, assists in leading change management initiatives, and manages HR-related internal and external communication. The Human Resources Generalist formulates partnerships across the HR function and other shared corporate service departments to deliver value-added services to operational leadership and employees of assigned small operational or business unit or subunit which reflect the business and operational objectives of the organization. The Human Resources Generalistmaintains an effective level of business and operational acumen about the unit's financial position, its short-, mid- and long-range plans, its culture and its competition.

 DUTIES AND RESPONSIBILITIES:

Under the direction of an assigned SHRBP:

  • Partners with assigned operational leadership team(s) as the HRBP to support the organization's core values, mission, vision and philosophy and overall operational goals, objectives and initiatives by assisting SHRBP to advise and develop HR strategies and best practices, programs, processes and initiatives, ensuring operational compliance with all local, state and federal employment regulations and statutes and organizational policies
  • Consults with all levels of operational leadership, providing HR guidance when appropriate
  • Works closely with operational leadership and employees to improve work relationships, implement morale and employee engagement, increase productivity and retention, implement reward and recognition programs and initiatives, and assist in building a best-in-class organizational culture
  • Provides day-to-day performance management guidance to operational leadership at all levels in all areas of HR including but not limited to coaching, counseling, career development, disciplinary actions, problem resolution on employment issues and ensures standard application of corporate policies and procedures in all actions
  • Participates in regular meetings with assigned business or operational units leaders at all levels
  • Provides HR policy guidance and interpretation
  • Share trends and metrics pertaining but not limited to employee personnel information and data, turnover analysis, employee satisfaction, EEO, promotions, etc. in partnership with the HR group to develop solutions, programs and policies
  • Coordinates with Talent Acquisition and operational leadership in assisting with selection and recommendation of new hires, promotions and transfers; assists operational leadership in the interview and selection process of new leadership positions
  • In coordination with operational leadership, identifies training needs for business units and individual coaching needs
  • In coordination with Learning and Development, participates in evaluation and monitoring of training programs to ensure success; recommends and provides input into the development and implementation of training programs on various topics, including but not limited to preventing harassment, performance management, effective leadership skills, employment compliance, interviewing skills trainings, and new employee orientation; follows up to ensure training objectives are met
  • In coordination with the SHRBP and under the direction of the Manager of Employee Relations:
    • Assists with the management and resolution of complex employee relations issues, and
    • Collaborates on conducting effective, thorough and objective employee relations investigations
    • Assists with operations, where appropriate, in operational investigations and participates in investigation debriefing providing recommendations for corrective action, where appropriate and applicable
  • In coordination with Labor Relations, when appropriate, assists with managing union-related employee issues and concerns
  • Assists employees and managers in performance management processes, including setting expectations/objectives, providing effective feedback, performance evaluations, recognition and rewards, and corrective and disciplinary action, reviewing and revising documentation, as needed and in accordance with corporate policy and in compliance with federal, state and local employment laws and regulations
  • Works directly with members of operational leadership with regards to promotions, transfers, performance management, etc. and assures salaries are reviewed and changes recommended are in keeping with salary administration structures and policies to ensure internal equity
  • Participates in the periodic review, revision and general maintenance of position descriptions and classifications and works with compensation to ensure proper grading and Fair Labor Standards Act status
  • Educates operational leadership and employees in all areas of HR, including corporate policies and procedures; manages general inquiries by providing information and referrals
  • Under the direct supervision of Executive Director of Strategic HRBPs, assists with the legal department and outside employment legal counsel as needed/required with matters related but not limited to fair employment practices claims, legal actions, and any other administrative employment agency claims
  • Coordinates organizational HR communication initiatives
  • In coordination with HR, provides support for answering and defending unemployment compensation and employment action as needed
  • Performs other duties as assigned

 IMMEDIATE SUPERVISOR: Director, Strategic Human Resource Business Partnerships

 DIRECT REPORTS: None

 CONTACTS: Elwyn staff at all levels; applicants for employment; vendors; government, community and regulatory agency representatives

 EDUCATION/EXPERIENCE/SKILLS REQUIREMENTS:

  • High school diploma or equivalent; bachelor's degree in business administration, human resources, industrial relations or related field of study preferred
  • Human resources certification (i.e. PHRca/SPHRca/SPHR/PHR/SHRM-SCP/SHRM-CP/CCP/CEBS/CBP) preferred
  • Four (4) years' experience in application of human resources principles (generalist preferred); leadership role experience preferred
  • Business and organizational acumen
  • Non-profit human service experience highly preferred
  • Analytical, problem-solving, and decision-making skills
  • Demonstrated ability to work effectively as part of a team
  • Demonstrated ability to work in a fast-paced environment and multitask with often competing priorities
  • Must possess excellent customer interaction, negotiation, collaboration, and written and verbal communication skills
  • Demonstrated knowledge and experience with:
    • Use of human resources-based technologies/systems (HRMS), preferably with ADP platforms
    • Coaching and counseling employees and managers on employee and labor relations issues
    • Employment law/compliance, governance, documentation
    • Benefit coordination
    • Organizational diagnosis
    • Handling sensitive employee relations matters and assisting in conducting employee relations investigations; experience responding to fair employment practices claims preferred
    • Development of human resources initiatives, programs and processes; project management experience preferred
    • HR reporting; HR analytics preferred
    • Assisting with training assessment, development and delivery, adult learning theory, and principles to ensure transfer of learning; leadership development preferred
    • Administering diversity and inclusion initiatives, including administering AAP strategies, initiatives and outreach preferred
    • Full life cycle recruitment and development of talent acquisition strategies preferred
    • Compensation programs, strategies, and practices preferred
    • Assisting in developing and administering reward and recognition programs preferred
    • Assisting in developing and administering employee engagement programs preferred
    • Assisting in developing and administering and implementing performance management and appraisal systems and tools preferred
    • Workplace safety, workers compensation, OSHA preferred
    • Organizational development, including succession and workforce planning preferred
    • Organizational effectiveness preferred
    • Application of change management principles preferred
  • Experience in labor relations
  • Demonstrated intermediate experience with Microsoft Office applications, including Word, Excel, Outlook, and PowerPoint; Publisher and report-writer experience preferred
  • Must have current, valid driver's license in state of residence, three (3) years driving experience in the United States, and acceptable driving record

 PHYSICAL DEMANDS/ENVIRONMENTAL PROFILE: See Physical Demands Checklist below which represents the general physical demands and environment conditions to which the employee holding this position must meet, in addition to the duties and responsibilities listed above, to successfully perform the essential functions of this job. Elwyn will engage otherwise qualified candidates for this position whose disabilities may require reasonable accommodations to enable an individual to perform the essential functions.

Elwyn reserves the right to revise or change job duties and responsibilities as needed. This job description is not meant to be an all-inclusive statement of duties and responsibilities of the job nor does it constitute a written or implied contract.

Elwyn is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation and identity, gender identity, national origin, citizenship status, genetic information, disability status, military or veteran status, marital or family status, political activities or affiliations, or any other characteristic protected by local, state, and federal law.

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