Manage recruitment efforts (i.e. requisition database, job postings, staffing agencies, write and place advertisements).
Coordinate talent acquisition strategies with Sr. Recruiter and Hiring Managers.
Positively influence recruitment effort for all exempt, non-exempt personnel, student and temporary employees.
Review applications and interview applicants to match experience with specific job-related requirements.
Organize new employee orientations.
System Optimization and Analytics
Primary liaison for UKG (HRMS).
Input and maintenance of digital records.
Determine the validity of other modules within UKG to ensure current modules are being utilized and optimized to the fullest.
Recommend changes to current processes to provide more effective use of UKG, and take the lead as a project manager to implement these changes (i.e. recruitment, onboarding and exits, org charts, employment changes, performance management, succession planning, etc.).
Assist in management of performance review systems.
Create, generate, and maintain effective HR reporting, including turnover, headcount, recruiting, organizational charts, and other key metrics to drive organizational effectiveness.
Develop a dashboard of HR metrics to be presented at monthly, quarterly, and annual senior leadership meetings.
Develop and generate ad hoc reports to provide HR with timely and accurate data.
Create and maintain documentation of reporting processes and training guides for end users.
Compliance
Administer various human resource plans and procedures for all organization personnel; assist in the development and implementation of personnel policies and maintain the Employee Handbook.
Respond to employee relation issues such as employee complaints, harassment allegations and civil rights complaints. Escalate employee issues to Director of HR as needed.
Maintain records, reports and logs to conform to EEO regulations. Maintains Affirmative Action Program and EEO compliance reporting, providing accurate data to AAP/EEO vendor annually.
Ensure compliance with USCIS Form I-9 Employment Eligibility Verification; periodically audits Forms I-9.
Maintain compliance with federal, state, and local employment and benefits laws.
Departmental
Proactive participant in HR department staff meetings and attend other meetings and seminars.
Assistance in the evaluation of reports, decisions and results of department in relation to established goals.
Recommend new approaches, policies and procedures to continually improve efficiency of the department and services performed.
Experience
Required
3 year(s): HR Generalist experience in a manufacturing setting.
Education
Required
Associates or better in Human Resource Administration or related field
High School or better
Preferred
Bachelors or better in Human Resource Administration or related field
Licenses & Certifications
Preferred
Professional in HR
Skills
Required
Written Communication
Oral communication
Microsoft Office
Preferred
Lotus Notes
Behaviors
Required
Enthusiastic: Shows intense and eager enjoyment and interest
Dedicated: Devoted to a task or purpose with loyalty or integrity
Team Player: Works well as a member of a group
Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
Motivations
Preferred
Self-Starter: Inspired to perform without outside help
Goal Completion: Inspired to perform well by the completion of tasks
Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals
Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
