HR Generalist III - Part-time (Benefits)

MPF Federal•Gaithersburg, MD

4d•$30 - $40•Hybrid

About The Position

The Generalist III acts as the primary HR department POC for administering leave (FMLA, STD, LTD) and benefits; conducts orientation for new hires, serves as back-up HR POC regarding employee performance issues. This role supports all areas of the HR department as needed. The compensation for this part-time role is $30-$40 per hour.

Requirements

Excellent verbal and written communication skills.
Excellent interpersonal skills with the ability to manage sensitive and confidential situations with tact, professionalism, and diplomacy.
Excellent project management and organizational skills and attention to detail.
Proficient with Microsoft Office Suite or related software.
Proficient with HR technology, Paylocity experience preferred.
Bachelor’s degree in HRM or similar and 2+ years’ Human Resources experience or 5+ years progressive Human Resources Experience, 2+ as a Generalist required.
Demonstrated Famliarity with HR Compliance requirements, e.g., FLSA, NLRA, EEO, VETS, Minimum wage requirments.

Nice To Haves

Government Contracting, with SCA experience and supporting a remote workforce preferred.
aPHR, PHR, or SHRM-CP preferred.

Responsibilities

Benefit plan administration to include training, processing of enrollment, and acting as a liaison between employees and outside vendors to resolve issues, and monthly invoice reconciliation for communication with the Finance department.
Answers frequently asked questions from applicants and employees relative to standard policies, benefits, hiring processes, etc.; works with carrier or broker contact and HR Director on more complex issues.
Utilize broker and vendor relationships to maximize benefit communications and services.
Administers and tracks FMLA/LOA/WC documentation as directed and associated benefits premium notices for co-workers on leave.
Responsible to applying all HR policies and company guidelines and ensuring company compliance to include employee handbook overview, policies, employment documents, and benefit enrollment. May assist in creating, implementing and updating company policies and procedures.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Utilizes the HRIS to troubleshoot, answer employee questions, suggest improvements, and build out functionality as needed.
Communicates with managers, supervisors and staff regarding personnel policies, procedures, benefits, employee relation issues, concerns and trends. Answers employee and management questions and provides information, interpretation, and guidance on personnel related issues.
Assists with periodic audits of HR files and HRIS, focusing on benefit areas, and leave accrual, to ensure that all required documents are collected and filed appropriately while maintaining the integrity and confidentiality of the files, records, and documentation.
Communicates with new hires regarding questions about their information when necessary, clarifying details and ensuring HR Director and applicable Project Manager are aware of any discrepancies and issues.
Able to lead New Hire Orientation, including scheduling with new hires and communicating with PMs, adapting as needed.
Serves as back-up POC to the following areas: Responds to employee concerns; investigates complaints and other employee relations problems; serves as an advocate for employees ensuring fair and equitable treatment; provides guidance and direction in problem resolution and identifies appropriate solutions.
Provides support to the organization by working closely with PMs on employee relations and performance needs.
Address employee grievances; conduct investigations when necessary.
In coordination with HR Director, take appropriate disciplinary action against employees who violate policies.
Supports the administration of the annual performance process.
Plans and executes of special events such as benefits enrollment, organization-wide meetings, employee recognition events, and employee engagement activities.
Works closely with the Recruiting department to ensure job descriptions and titles are uniform and up to date in HRIS.
Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
Performs other duties as assigned.