Human Resources Generalist

Human Resources Generalist

The primary purpose of the HR Generalist is to oversee the processes and day to day human resources functions that are required in the plant. This will include recruiting as required by line managers for designated positions. The generalist will track all employee files including disciplinary action write ups. Become knowledgeable with Optimum HRIS, and assist the management team.

ESSENTIAL FUNCTIONS

• Full execution of the recruitment process for designated positions throughout the company to include job posting, phone interviewing, job interviewing, regular communication with candidates and managers, reference checking, background checking, etc. Typical jobs to fill may include: route driver, non-exempt, linen tech, maintenance tech, supervisor positions.
• Manages posting of job vacancies at all required and desired venues such as state unemployment agencies, resources for disabled, veteran, minority and female candidates. Continually builds resource lists.

• Work with hiring managers to develop job descriptions and recruiting plans.
• Execute and complete recruitment plans by employing creative and aggressive strategies including ads, networking, partnerships with external organizations, etc.
• Ensure that only qualified and suitable candidates are brought to managers for interviews.
• Network through industry contacts, association memberships, college and trade school recruiting, career fairs, trade groups and employees to keep pipeline active for candidates. 
• Shepherd the candidates through the recruitment process to include setting up interviews, working with managers to create interview schedules, checking references, conducting background checks, arranging for pre-employment drug tests if applicable.
• Develop pools of applicants in anticipation of need when appropriate; identify qualified passive candidates whenever possible.
• Maintain thorough interview notes; ensure that managers and interviewers provide feedback for each candidate interviewed.

• Manages the applicant flow in compliance with OFCCP guidelines; maintains accurate and up to date Applicant Tracking records.
• Works with managers to ensure that the process is completed successfully; ensure that managers give feedback on all candidates.
• Execute new employee safety orientations.
• Handle administrative duties as needed:
  • Generate reports as needed in a timely manner 
  • Work with office staff to ensure that new hire paperwork and other reporting is handled efficiently and accurately.
• Manage new hire orientation including new hire paperwork, plant tours, safety orientation, etc.
• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments.

• 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.
• 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 trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

1. Any other duties as assigned or deemed necessary.
2. May assist with Safety or any other Operations duties as needed.

QUALIFICATIONS

• The ability to perform the essential functions of the job, with or without an accommodation.
• Bachelor’s degree is preferred.
• At least 2 years recruiting experience; demonstrates good interviewing skills
• Excellent organizational skills
• Demonstrates an understanding of the recruiting cycle and the legalities around recruiting and selection
• Understands the sourcing process (unemployment offices, job postings websites, social media, etc.)
• Solid technology skills
• Has succeeded at a job that required attention to detail, flourishing in a fast pace and measuring/communicating results
• Exceptional internal collaboration skills
• Exceptional teamwork and interpersonal style

DECISION MAKING ACCOUNTABILITY

(List routine decisions the incumbent should make autonomously)

• Authority to make decisions as needed to satisfy internal customer requirements within reasonable boundaries.
• Which candidates to phone interview and/or send to managers

(List decisions that the incumbent should seek approval prior to making)

• Financial expenditure for advertising or sourcing
• Hiring or rejection decisions

Typical of an office environment, however, must be able to travel to other Crown locations to meet with managers and to gain in depth understanding of the positions. May be required to occasionally perform some plant tasks to gain hands on experience. Must be able to use a phone and computer constantly.