HR Generalist

Human Resources GeneralistOpen Until FilledREPORTS TO: Human Resources Director

DIVISION: Internal Services/HR

FLSA CLASSIFICATION: Exempt

SALARY GRADE: 14

SALARY RANGE: $78,409 - $92,422

GENERAL POSITION SUMMARY

The Human Resources Generalist is responsible for independently performing professional, technical, and analytical activities in support of the Human Resources Bureau in a manner consistent with organizational values. This position is responsible for coordinating and processing all types of employee leave including FMLA, disability, maternity, parental, military and injury leaves. In addition, the Human Resources Generalist supports a variety of other HR functions including recruitment, onboarding, benefits administration, HRIS administration, employee recognition, compliance, and records management. This position communicates with a variety of stakeholders requiring exceptional customer service, skill in interpersonal relationships, and sound judgment.

ESSENTIAL DUTIES AND RESPONSIBILITIES (The following statements are illustrative of the duties and responsibilities of the position and do not list every duty that may be required of the employee for this position. The District retains the right to change the duties and responsibilities of the position at any time without notice. )

Customer Service

Provides information and assistance to employees, supervisors, managers, and the public regarding human resources policies, programs, and procedures including leave administration and benefits; answers questions and provides resources or information; resolves issues or escalates to appropriate management personnel, as needed.

Responds to inquiries and provides guidance to employees pertaining to leaves, benefits enrollment, and life event changes; tracks completion of changes; collects and files required documentation.

Responds to inquiries from the HR general phone line and inbox and provides needed assistance.

Responds to inquiries from the general public and external stakeholders such as file requests, benefit status letters, and other requests.

Provides information and assistance to employees and their families regarding internal and external resources such as the Employee Assistance Program, Peer Support, Cigna. com self-services, discounts available, and other offerings.

Interprets and explains district policies and procedures to managers, employees, applicants, and the public; orients new supervisors and managers.

Attends and participates in employee meetings; shares resources and provides guidance to employees.

Benefits and Leave

Guides employees on the District's leave programs including FMLA, long-term disability, maternity, parental, and military leaves; supports employees in originating, completing, and submitting required claim documentation; ensures proper leave and payroll documentation in accordance with federal, state, and local laws and regulations; updates case files pertaining to employee's status and eligibility; monitors leave time and coordinates employee meetings and check ins.

Reviews additional benefit considerations pertaining to leaves (adding a new dependent for maternity/parental leave, accident insurance, critical illness insurance, PFIA, life insurance, dismemberment, etc. ); shares resources with employees and/or communicates related benefit responsibilities with HR team members, as necessary.

Works in coordination with payroll to track the use of paid leave and monitors paid leave accruals; predicts the exhaustion of leave balances and communicates details to employees and payroll; ensures employees do not carry a negative leave balance.

Administers the Sick Leave Donation program; communicates and shares resources with employees and supervisors, determines eligibility to participate in the program, requests leave donations on behalf of the employee, collaborates with payroll to utilize donations.

Assists in tracking injured and disabled employees in modified duty assignments with Wellness; tracks acting assignments and ensures necessary pay rate adjustments; generates periodic and specialized quantitative reports and spreadsheets.

Updates leave case files on a weekly basis; attends injury status meetings and ensures proper benefits/leave options are exercised and communicated.

Liaises with employees, supervisors, divisions, bureaus, and providers pertaining to leaves, return to work dates, key dates (FMLA exhaustion, 8-month mark, 365-day mark) and other delicate employee matters; exercises discretion and confidentiality; shares information on a business need-to-know basis.

Ensures human resources transactions impacting payroll are processed in accordance with payroll cycle deadlines; liaises with human resources staff responsible for entering and maintaining data for benefits.

Onboarding

Provides support for new employee orientation including preparing materials, coordinating schedules, and conducting orientation sessions; facilitates new hire orientation including I9 documentation, policy overview, UKG self-service, time-keeping processes, and benefits orientation; provides additional organization onboarding including tours and introductions; schedules key dates and presentations on new hires' calendar; checks in with new employees at 30, 60, 90 & 180 days of employment.

Stays abreast of onboarding trends; provides recommendations to organize, streamline, or enhance the effectiveness of the onboarding program.

Recruitment

Provides support in the development, design, implementation, and on-going administration of SMFR's recruitment programs.

Assists in administering the recruitment and selection processes; prepares recruitment materials; participates in outreach and recruiting efforts; administers selection and testing processes; reviews job applications; develops selection criteria; conducts interviews; trains staff on proper interviewing and selection methods.

Consults with hiring managers to develop recruitment strategies based on hiring needs and staffing trends; follows organizational recruit-to-hire processes and practices.

Ensures all phases of recruitment and selection comply with applicable federal, state, and local laws, regulations, and guidelines, as well as human resources industry best practices.

Utilizes UKG applicant tracking system (ATS); employs ATS system automation to communicate with applicants at various stages of the process; reviews test/assessment scores; evaluates knowledge, skill, and ability; advances candidates in the selection process; recommends candidates to hiring authorities.

Completes background and reference checks; makes job offers to successful candidates; communicates start dates and pre-boarding information to hiring managers.

General Human Resources

Participates in special projects; conducts research and analysis, develops recommendations for new methods, policies, or procedures for a variety of HR functions.

Proce.