Human Resources Generalist

SUMMARY: The Human Resources Generalist conducts the day-to-day operations of the department and ensures that all personnel actions and documentation are according to agency policy and employment law.  The HR Generalist has primary responsibility for ensuring that personnel files and records are accurate, complete, and current.   As often has the first contact with employees, the HR Generalist provides a high level of customer service and collaboration with others to resolve issues.  This position interacts and coordinates HR functions with staff, supervisors, management, PEO, and outside vendors.  These functions include and are not limited to payroll, benefits, HRIS, staff training, LOA management, worker’s compensation, employee evaluations, tracking reports, and resolving issues as needed.  The HR Generalist serves as the designated backup to the Sr. HR Director in assigned areas and other HR team members as needed.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:

1. The Human Resources Generalist conducts the day-to-day operations of the department.

2. Assists the Sr. Director of Human Resources with the annual review process of the Personnel Policies manual, employee forms, new hire forms and job descriptions as needed.

3. Ensures agency compliance with all applicable Department of Labor regulations and other regulatory entities.  Coordinates the fulfillment of HR requirements embedded in various agency contracts.

4. Conducts and coordinates employee investigations as instructed by the Sr. Director of HR.  Consults with the Agency’s Professional Employer Organization (PEO) for guidance and recommendations.

5. Conducts initial investigation on occupational injuries and prepares reports for the Sr. Director of HR’s review.

6. Manages the processes of completing VOE, EDD, employee inquiries, reporting employee vehicle accidents and conducting investigation as needed.

7. Serves as liaison between NH employees and current PEO for any system issues such as Employee Portal, iSolve, Novatime, Synerion.

8. Assists with annual payroll and benefit-related schedules for annual CPA auditors as needed.

9. Assists with audits and examinations by regulatory agencies as needed.

10. Supports Payroll personnel and Human Resources Team members as needed in order to ensure the highest level of payroll and human resources standards and customer service.

11. Recommends and implements approved changes to improve accuracy, efficiency, and coordination of Human Resources and Payroll Team functions.

12. Assist with special events such as EE recognition and morale-boosting activities approved by Sr. Director of Human Resources.

13. Informs the Sr. Director of Human Resources of all significant matters relating to internal controls, compliance and ethical-related matters as needed.

14. Maintains and oversees strict confidentiality and security of all employee personnel files and other confidential information within the HR department.  Oversees the long-term storage and/or destruction of records in accordance with Record Storage policy.  Ensures fulfillment of HIPAA requirements in relation to HR information, contracts, and records.

15. Serves as backup to the Training/Safety Manager in areas relating to COVID matters.

 

Payroll Functions

1. Assists and coordinates in resolving pay inconsistencies and timekeeping issues with employees and supervisors.

2. Coordinates the processing of the final checks and conducts exit interviews.

3. Reviews and confirms separating employees with the Sr. Director of Human Resources and/or Chief Financial Officer prior to submitting final check request to Payroll.

HRIS Management and Staff Training

1. Oversees HRIS capabilities so that agency’s information needs are met.

2. Manages, trains and works with supervisors on the use of scheduling software as needed.

3. Serves as backup to the Recruiter in providing timekeeping training to new staff.

4. Provides specialized training to supervisors so that they may effectively monitor and approve their staff timecards.

5. Responsible for implementing upgraded systems approved by the agency.

6. Provides other training as directed by the Sr. Director of Human Resources

Benefits, Retirement and LOA Administration

1. Schedules and presents benefits orientation to new hires.
2. Works closely with PEO before, during and after Open Enrollment to ensure smooth transition.

3. Works closely with payroll to ensure employer benefit contribution and 401(k) match is according to agency policy.

4. Oversees leave of absence – Compliance, Counseling, Leave Communication, Tracking, and Record Keeping (personal, medical, Federal & State mandated leaves).

5. Serves as Liaison between NH employees and current PEO for any benefits/LOA- related matters.

6. Works closely with PEO’s benefits representatives on all pertinent federal and state regulations, filing and compliance requirements affecting employee benefits programs, including the ACA, ERISA, COBRA, FMLA, ADA, Section 125 and DOL requirements.

7. Coordinates employee benefit deductions with Sr. Director of Human Resources during an approved leave of absence.  The employee’s portion may be paid by either benefit pay or employee’s personal payment to ensure continuance of benefits.

8. Coordinates with PEO or provider representatives to resolve benefit issues.

Accrued Vacation and Sick Liability

1. Confirms accuracy of individual employee accruals according to agency policy and employee’s classification.

2. During an approved leave of absence, ensures that employee does not continue to accrue sick or vacation hours.  Confirms return to appropriate accruals upon return from leaves.
3. Trains staff and supervisors on how to check for amount of available vacation and sick time.

4. Provides analysis and reports on employee vacation and sick balances as requested.

Other Duties and Responsibilities

1. Attends Human Resources Department meetings, coordination meetings with other departments, required training, and other agency meetings as directed by the Sr. Director of Human Resources.

2. Attends trainings to ensure competency in HRIS, Payroll and timekeeping applications.

3. Attends other trainings to maintain current knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, and industry updates.

4. Supports the Agency’s mission and partners with others to accomplish the mission.

5. Maintains the highest professional and ethical standards at all times.

6. Performs other duties as assigned by the Sr. Director of Human Resources.

SUPERVISORY RESPONSIBILITIES:  May also provide direction to HR team as directed by the Sr. Director of Human Resources.  Serves as backup in the absence of the Sr. Director of Human Resources.  Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities may include interviewing, training employees; planning, assigning, and directing work; addressing and resolving personnel issues.

QUALIFICATIONS:  To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Understanding of all applicable state, federal and auditing agency regulations is mandatory.  Must be capable of pursuing and maintaining the standards established by the Sr. Director of Human Resources.  The HR Generalist must have a competent level of knowledge and understanding of payroll and human resources regulations and procedures pertaining to his/her areas of responsibility.  The person must be proficient in computerized HRIS, timekeeping, spreadsheets, data management, and other related HR applications.  Must be able to quickly learn and help implement new applications.  The person must be able to effectively fulfill the ethical, professional, and technical expectations of the position, as stated in this job description. The person must have the ability to effectively coordinate the completion of tasks with other employees as needed.  This position requires excellent communication skills, both written and verbal.  The person must have the ability to work independently and exercise sound judgment.  Must be able to work with the Administrative Team and all levels of management.

EDUCATION and/or EXPERIENCE:  The Human Resources Generalist must possess an associate’s degree. A bachelor’s degree is preferred.  In addition, a minimum of three to five years of progressively responsible professional experience in all facets of human resources.