Human Resource Generalist

JOB DESCRIPTION

Job Title: Human Resources Generalist

Department: Human Resources

Location: Corporate Office / Fort Worth, Texas (supports all fabrication shops)

Reports to: Human Resources Manager

FLSA Status: Exempt (Salaried)

Travel: Occasional travel to fabrication shops in Cleburne and Winnsboro, TX; Benton, AR; and Baxley, GA.

General Purpose of the Position

This position is responsible for the execution of HR initiatives in the areas of Staffing/Recruiting, Employee Relations, Benefits, HR Compliance, and Payroll for Harbor Fabrication and its fabrication shops in Cleburne and Winnsboro, Texas; Benton, Arkansas; and Baxley, Georgia. The HR Generalist works closely with managers and shop supervisors to support the execution of HR and payroll programs and processes across all functional areas. This position administers the employee selection process and trains staff to ensure the successful implementation of HR and payroll processes and programs.

Primary Responsibilities 

1. Staffing / Recruiting

• Establishes recruiting requirements by studying organizational plans and objectives and meeting with hiring managers to discuss needs.
• Sources candidates and builds a ready pipeline of qualified applicants for corporate and skilled-trade positions.
• Determines applicant qualifications by screening and pre-interviewing applicants, verifying references, and comparing qualifications to job requirements.
• Coordinates and schedules interviews with hiring managers and shop supervisors.
• Ensures job descriptions stay current with the needs of the organization, including tool lists for skilled-trade positions.
• Ensures a formal, written job offer is presented to all salaried, hourly supervisory, and hourly administrative staff.
• Advises leadership on the organization's competitiveness as an employer by recommending new policies and monitoring job offers, compensation practices, benefits, and perks.
• Maintains current knowledge of recruiting and HR practices through professional development, publications, networks, and professional organizations.

2. Payroll Administration

• Timely and accurately processes weekly and bi-weekly payrolls for all employees in Paycom, including employee maintenance and non-HR-related data in the payroll system. Validates all data before and after payroll processing for accuracy.
• Serves as the liaison to the rest of the company for payroll-related questions, issues, and process compliance. Educates employees and managers on payroll policies and processes.
• Identifies payroll problems as they occur and takes appropriate steps to resolve them. Escalates sensitive payroll issues to the President.
• Performs basic research and generates standard and ad hoc payroll reports for supervisors and management as requested.
• Participates in payroll-related projects to support company leadership as appropriate.

3. Employee Benefits

• Coordinates the planning, development, implementation, and annual evaluation of all company benefit plans to ensure they meet company and employee needs.
• Administers and oversees company benefit plans and programs, including maintaining employee benefit records, auditing monthly benefit invoices, completing and submitting monthly paperwork to carriers, supporting claims, and running annual open enrollment.
• Facilitates enrollment in company benefit plans and assists employees with questions regarding claims.
• Effectively communicates benefit plan information to all employees.
• Provides statistical and/or census information to third parties (e.g., broker and carriers) as needed.

4. Employee Relations

• Serves as a point of contact for new employees and conducts new-hire orientation.
• Responds to employee questions and complaints, some of which are highly confidential and sensitive, and escalates to the President when necessary.
• Provides guidance to supervisors and managers on performance and disciplinary issues, consistent with company policy and applicable law.
• Maintains the calendar of performance evaluations and schedules them with supervisors.
• Ensures the performance evaluation process is based on job-description responsibilities and key performance indicators, and supports open communication, job performance, and professional growth.
• Processes employee terminations and conducts exit interviews.
• Assists leadership with the development and communication of employee compensation programs, including incentives, bonuses, commissions, and similar programs.

5. HR Compliance

• Ensures all HR-related recordkeeping is accurate, complete, and properly secured.
• Ensures all employee onboarding procedures are completed (e.g., application, W-4, I-9, scheduled drug screening, and issuance of applicable handbooks and policies) in accordance with company policy.
• Reports new hires to state agencies and processes all garnishments and support-order deductions.
• Ensures compliance with federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, FLSA, COBRA, HIPAA, and OSHA.
• Administers workers' compensation claims, including reporting incidents, coordinating with the carrier, tracking claims, and maintaining required documentation. Supports shop safety programs and OSHA recordkeeping.
• Maintains and updates required federal and state labor law postings.
• Completes and returns unemployment questionnaires, files unemployment appeals when necessary, and represents the company during unemployment hearings.
• Completes employment verifications and requests from outside agencies in a timely manner.

Preferred Knowledge, Skills, Abilities, and Competencies

• Maintains absolute confidentiality and professionalism regarding employee payroll, job performance, and information contained in employee files.
• Interpersonal skills to handle sensitive situations; able to interact professionally with all levels of personnel. Position continually requires demonstrated poise, tact, and diplomacy.
• Knowledge of federal, state, and local HR and payroll employment laws, regulations, and compliance requirements.
• Solid HR technical knowledge with a working command of employment law.
• Effective oral and written communication skills, including the ability to present ideas, facts, and recommendations clearly.
• Demonstrated ability to execute on ideas independently or as part of a team.
• Excellent follow-up and organizational skills, with the ability to multitask and demonstrate strong time management and adaptability.
• Strong PC skills, with proficiency in Microsoft Office, an HRIS/payroll platform (e.g., Paycom), and various vendor portal applications.

Education and Experience Required

• Associate's or Bachelor's degree in human resources management or business administration preferred; or
• 3 to 5 years of experience in HR and payroll administration; or
• An equivalent combination of education and experience.

Physical Requirements & Working Conditions

• Work is performed in both a corporate office environment and active steel fabrication shop settings; the position requires regular movement between office and shop-floor areas.
• Must be able to sit and work at a computer for extended periods and to stand and walk on the shop floor as needed.
• Must be able to occasionally lift and carry materials, supplies, or equipment weighing up to 25 pounds.
• Requires occasional bending, reaching, and squatting to access files, equipment, and work areas.
• Must be able to wear required personal protective equipment (PPE), such as safety glasses, hearing protection, and protective footwear, when entering shop or operational areas.