Generalist I Human Resources

Profile

Job Location
Warrenton Oil Corporate - Warrenton, MO
Job Category
Human Resources
Job Description
GENERAL JOB DESCRIPTION
The Human Resources Generalist is responsible for professionally performing the daily functions of the Human Resources department and works closely with senior HR and executive management in supporting the company's needs while ensuring state and federal guidelines are adhered to. This position carriers out responsibilities in the follow functional areas: policy implementation and enforcement, recruitment and onboarding, employee relations, affirmative action, employment law, benefits, FMLA administration, payroll support, and general duties such as filing, wellness program, verifications of employment, newsletter, etc.
DUTIES & RESPONSIBILITIES
End-to-end company benefits administration (enrollments, changes, terminations), including health, welfare, benefits, and COBRA plans. Ensures accurate record-keeping through HRIS/EDI file feeds. Collaborates with company's elected brokerage firm; assists with research, selection, and implementation of benefit plans. Acts as liaison between employees and insurance providers. Responsible for annual benefit enrollment.
Processing of company background checks, credit checks, drug tests, verifications of employment, DOT (Department of Transportation) compliance, and other regulatory and compliance measures.
Full-scope Family and Medical Leave of Absence (FMLA) and company Leaves of Absence administration including processing, tracking, compliance, and communication with employees and management.
Manage company wellness efforts. Develop, execute, and administer a variety of wellness programs.
Responsible for the creation and distribution of various company communications measures.
Personnel and medical record maintenance including filing. Ensures complete confidentiality of all human resources files, including personnel and medical files, corporate records, and payroll/compensation records.
Administration, including processing and maintenance, of company reward and recognition programs.
Assist HR staff members, executive leadership, and operating departments with special projects as assigned.
Maintains knowledge and compliance of trends, best practices, regulatory changes, and new technologies in human resources, talent management, benefit administration, FMLA, employment law, etc.
Develop, generate, and analyze ongoing and ad-hoc special reports pertaining to employee personnel information and data, including items such as benefits costs, turnover, applicant tracking, EEO, etc.
Additional duties involving, but not listed to, these HR functions: 401k administration, payroll support, new hire onboarding, training, selection/retention of top talent, development/implementation/adherence of policies and procedures, recruitment, record maintenance, compensation, performance management and terminations, investigations, talent development, risk management, occupational health and safety, etc.
Advise the Company of any actions/situations that pose a threat to any employee, customer, or guests.
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, and aptitude exams and certifications.
Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.
Conducts or acquires background checks and employee eligibility verifications.
Implements new hire orientation and employee recognition programs.
Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
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.
Conducts weekly meetings with respective business units.
Consults with line management, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Develops contract terms for new hires, promotions and transfers.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Identifies training needs for business units and individual executive coaching needs.
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
Consults with client company or organization to understand the requirements, duties, and qualifications desired for the specified vacant position(s).
Collects and analyzes data to maintain current understanding of fair and competitive market salaries, candidate availability, and demand for candidates in particular fields.
Consults data and records to identify and select potential candidates for vacant positions.
Screens candidates, selects qualified and interested candidates for the interviewing phase, and then connects viable candidates with clients or hiring managers.
Checks candidates’ references and credentials, verifying experience and backgrounds.
Counsels candidates on the interview and hiring process.
Organizes and attends job fairs, campus events, and other networking opportunities.
Follows up with clients or hiring managers after the interview process to determine whether a placement can be made; collects feedback when placement is unsuccessful.
Arranges meeting locations, travel, and/or accommodations for applicants and company managers when necessary.
Maintains and ensures compliance with applicable equal employment opportunity (EEO) and related employment laws and regulations.
Job may require other duties as assigned.
Qualifications
KNOWLEDGE, SKILLS, & ABILITIES
May be representative, but not all-inclusive, of those knowledge, skills and abilities commonly associated with this position.
Excellent written and verbal communication skills.
Strong empathy, interpersonal, negotiation, problem-solving, and conflict resolution skills.
Detail-oriented, analytical, and exceptional organization skills.
Excellent time management skills with a proven ability to prioritize task and meet deadlines.
Advanced computer skills including data entry/processing, communication tools, and payroll/HR software.
Ability to lead and mentor people; resourceful thinker with the ability to effectively coach/guide employees.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations, as well as global and cultural awareness.
Proficient with Microsoft Office/google Suite or related software; ability to learn company HRIS system.
EXPERIENCE, EDUCATION, & TRAINING
Bachelors' degree in Human Resources, Business Administration, Psychology, or a related field AND two or more years of experience in Human Resources, OR Master' degree in Human Resources, Business Administration, Psychology, or a related field AND one or more years of experience in Human Resources OR Five or more years of experience in the Human Resources field preferred. Human Resources certification (e.g., PHR, SHRM-CP, etc.) a plus
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