HR Generalist

REV Career•Summerville, SC

40d

About The Position

Assumes responsibility for the effective performance of the HR Generalist function. Recommends and manages policies based on objective data. Effectively owns and administers REV’s benefits and leave administration, including vendors, plan processes, complex cases, compliance, accommodations, and program requirements. Provides recommendations that ensure appropriate service delivery and effective cost management. Maintains employment policies and coordinates development, revision, interpretation, communication, and employee acknowledgement. Ensures accurate, updated personnel information is recorded within the HRIS solution and provided appropriately to the Strategic Management Team, departmental leadership, as well as to internal and external auditors and examiners. Supports effective recruitment strategies and programs. Reports employee relations issues to the Director of Organizational Development and works collaboratively to resolve issues. Tracks employee relations issues and recommends proactive solutions to ensure a first-class employee experience. Executes on Employment Administration functions, including but not limited to recordkeeping, the employment lifecycle, and annual benefits renewals in accordance with established credit union policies and applicable legal requirements. Recommends updates to HR policies. Provides advice and interpretation regarding HR policies as they relate to employees and credit union objectives. Supports the Workforce Administration Manager in tracking and administering required employee licenses, registrations, certifications, renewals, and continuing education requirements. Assists in the planning, development, and implementation of effective Employment Administration strategies and policies. Assists the Director of Organizational Development in developing short- and long-term objectives, goals, and strategies. Executes Organizational Development strategies and policies consistently with the credit union’s strategic goals. Administers operations plans, policies, and goals that further strategic objectives. Maintains knowledge of industry trends and employment legislation, and updates policies to ensure compliance. Assumes responsibility for establishing and maintaining effective communication, coordination, and professional working relations with employees and vendors. Supports the Workforce Administration Manager to ensure employee payroll, benefits, and personnel actions are promptly carried out. Ensures management is appropriately informed of areas of personnel improvement. Completes reporting requirements accurately and timely. Ensures questions and concerns are promptly and courteously resolved. Teaches self-service options to employees. Assumes responsibilities for related duties as required or assigned.

Requirements

Bachelor’s Degree in an applicable field from a certified university or college
Five years of related, progressive experience
Excellent attention to detail and accuracy
Excellent analytical, reasoning, and problem-solving skills
Strong public speaking and presentation skills
Thorough knowledge of state and federal regulations affecting the HR function
Ability to be highly effective in communicating both verbally and in writing
Microsoft Office Suite proficiency
Strong problem-solving and creative thinking skills
Proven ability to write reports, manuals, procedures, and policies
Proven ability to collaborate with a variety of employees
Proven ability to lead direct reports
Proven ability to exercise sound judgment based on accurate and timely analysis
Proficiency with HRIS systems

Nice To Haves

HR designation highly preferred (PHR, SPHR, SHRM-CP, SHRM-SCP)
Experience working within a financial institution desired, but not required

Responsibilities

Administer REV’s benefits and leave administration, including vendors, plan processes, complex cases, compliance, accommodations, and program requirements.
Maintain employment policies and coordinate development, revision, interpretation, communication, and employee acknowledgement.
Ensure accurate, updated personnel information is recorded within the HRIS solution and provided appropriately to the Strategic Management Team, departmental leadership, as well as to internal and external auditors and examiners.
Support effective recruitment strategies and programs.
Report employee relations issues to the Director of Organizational Development and work collaboratively to resolve issues.
Track employee relations issues and recommend proactive solutions to ensure a first-class employee experience.
Execute Employment Administration functions, including recordkeeping, the employment lifecycle, and annual benefits renewals in accordance with established credit union policies and applicable legal requirements.
Recommend updates to HR policies and provide advice and interpretation regarding HR policies.
Support the Workforce Administration Manager in tracking and administering required employee licenses, registrations, certifications, renewals, and continuing education requirements.
Assist in the planning, development, and implementation of effective Employment Administration strategies and policies.
Assist the Director of Organizational Development in developing short- and long-term objectives, goals, and strategies.
Execute Organizational Development strategies and policies consistently with the credit union’s strategic goals.
Administer operations plans, policies, and goals that further strategic objectives.
Maintain knowledge of industry trends and employment legislation, and update policies to ensure compliance.
Establish and maintain effective communication, coordination, and professional working relations with employees and vendors.
Support the Workforce Administration Manager to ensure employee payroll, benefits, and personnel actions are promptly carried out.
Ensure management is appropriately informed of areas of personnel improvement.
Complete reporting requirements accurately and timely.
Ensure questions and concerns are promptly and courteously resolved.
Teach self-service options to employees.
Assume responsibilities for related duties as required or assigned.