Human Resources Generalist

JOB SUMMARY:
The Human Resources Generalist has responsibility in all areas of Human Resources, including talent development, employee relations, benefits, organizational development, talent acquisition, organizational culture, and the overall support of FFP’s company values. This position is also responsible for implementing special projects (as assigned) that will benefit FFP, supporting an employee-focused, high-performing culture, and partnering with management across the organization. The Human Resources Generalist will champion and implement people initiatives and best practices to ensure compliance with federal and state legal requirements. The HR Generalist is a member of the FFP HR Team and reports to the HR Director of Field Operations.
SKILLS, TRAITS, &
COMPETENCIES:
Independent judgment and strong knowledge of company priorities and administrative operations
Proven ability to function effectively in a fast-paced, high volume, and deadline-driven work environment
Ability to work as a collaborative teammate
Organized and detailed, with the ability to prioritize competing priorities
Excellent verbal and written communication skills
Proven track record of managing complex projects with senior-level stakeholders
Advanced proficiency with Microsoft Office Suite especially PowerPoint and Excel
Proven ability to balance resourcefulness and discretion
Constantly demonstrates excellent judgment and ability to protect confidential and proprietary information
Discretion combined with poise and professionalism in all communications
Proactive, solution oriented, and always looking for ways to add value and assist the team
KEY DUTIES AND RESPONSIBILITIES:
Administrative –
Assist with the worker’s compensation process including the completion of incident reports and employee inquiries
Support unemployment compensation claims as needed
Respond to inquiries regarding policies, procedures, and programs
Communicate effectively to managers, and payroll regarding employee hires/terms/LOA/FMLA
Assist in the administration of corporate HR programs to ensure effectiveness and compliance within the organization
Develop reports, analyses, and presentations as required
Talent Acquisition –
Collaborates with departmental managers to understand skills and competencies required for openings;
helps create workforce plan to proactively identify hiring needs
Partners with Talent Acquisition team to share information, determine progress, and identify next steps for exempt positions
Identify workforce and hiring plans necessary to drive talent acquisition production staff to develop a strategy for recruiting talent
Manage production talent acquisition needs at the local facility. Source, screen, interview, and make hiring recommendations in collaboration with Hiring Manager
Onboarding &
Orientation –
Responsible for all aspects of new employee orientation at facility, including:
Creating a positive first impression and a welcoming environment from first contact to first day and beyond
Providing information needed for a great start (benefits, company guidelines and policies, etc.)
Fostering enthusiasm and excitement regarding the position with the company
Solicit feedback from new employees regarding onboarding practices and implement new processes based on the feedback
Keep current with on-boarding best practices;
develop and implement recommendations for ongoing improvement
Compensation &
Benefits –
Work with the Director of HR &
Payroll &
Benefits Manager to ensure benefit information is communicated and any benefit issues are being resolved
Assist with benefits administration, including year-end, open enrollments, and new benefit introductions
Support the leave of absence program with third-party administrator, including short- and long-term disability and Family Medical Leave Act, providing feedback when issues arise along with solutions
Collaborate with Payroll Department with bi-weekly payroll account transactions (e.G. salaries, benefits, garnishments, deductions, taxes and third-party payments)
Compliance –
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 legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance
Comply with any/all company safety and health rules and policies and promote safe work practices. Report any safety concerns to the supervisor/manager
Ensure compliance with departmental guidelines and company standards
Employee Relations –
Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff
Attends and participates in employee disciplinary meetings, terminations, and investigations.
HR Consulting –
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
Develop and maintain strong collaborative relationships with internal and external business partners
Establish relationships with employees that inspire trust, confidence, and respect
Interpret and communicate clearly human resource policies, procedures, laws, standards, and regulations
Act as a role model, promote collaboration, and champion company values
Talent 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, aptitude exams, and certifications
Partners with management &
leadership to understand training &
development needs;
discusses opportunities with HR Team to determine FFP needs
Supports and/or delivers training on people topics such as interviewing, hiring, performance management, compensation, and promotions
Requirements
MINIMUM REQUIREMENTS:
Bachelor’s degree in Human Resources, Business Administration, or related field
At least three years of progressive human resource management / generalist experience
Basic knowledge of employee policies and procedures, employee benefit programs, and related legal compliance areas, including an understanding of labor issues and laws
Ability to maintain confidential information
Excellent communication skills, both written &
verbal, with the ability to represent the organization externally
Computer knowledge must include Word, Excel, PowerPoint, and Outlook
Experience with HRIS.
Benefits
Medical, Dental, Vision, and Prescription Drug Insurance effective on the first of the month following start date
Health and Wellness Incentives
10 Days of PTO
10 Paid Company Holidays
5 Personal Days
401(k)
Health Savings Account (H.S.A.)
Long-Term and Short-Term Disability
Life Insurance
Accidental Death &
Dismemberment (AD&
D)
Employee Assistance Program (EAP)