HR Generalist

Avolta•Boston, MA

13d•$64,789 - $76,222•Onsite

About The Position

The HR Generalist runs the daily functions of the assigned People & Culture department including managing employee relations, hiring and interviewing staff, enforcing company policies, and administering pay, benefits, and leave. Ensures daily HR processes and activities are performed in compliance with state and federal law, company policies and procedures, and Collective Bargaining Agreements where applicable. Develops and maintains a position as a trusted advisor to the Operations leader and management; advises on company policies, engagement, retention, training, and performance management issues as they arise. Communicates and deploys corporate People & Culture initiatives locally; acts as a mentor and primary resource to Operations team members and People and Culture professionals on site. Ensures that all federal, state, local laws, collective bargaining agreements, and corporate HR related compliance matters are proactively managed, including ADA, EEO, Affirmative Action Planning, FMLA, Fair Treatment, Customer Fair Treatment, and FAA. Manages the implementation of new policies and procedures related to new federal, state, and local employment laws in partnership with the Legal department. Coordinates and manages the administration and confidential investigation of workers’ compensation, unemployment, affirmative action, EEO, sexual harassment, fair treatment, customer fair treatment, FAA, and all other team member relations issues. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with management to understand skills and competencies required. Performs general administrative functions such as team member file maintenance, preparation of legal compliance logs, and HRIS systems data entry and maintenance. Supports Field Operations with confidential investigations and provides guidance as needed to bring closure to open matters; partners with Internal Audit to ensure investigation and closure of People and Culture exceptions from the annual Ethical Conduct Certification. Oversees the Work Opportunity Tax Credit program, unemployment claims process, and administration of employment verifications. Partners with the Learning and Development team on training related to the prevention of harassment, discrimination, and retaliation; ensures all training requirements expected of team members are met. Manages the company’s Open-Line Hotline, Fair Treatment, unsolicited calls, and letters; ensures that each complaint is resolved fairly according to federal and state employment law guidelines as well as Company policy.

Requirements

The combination of educational and professional experience must exceed 3 years
In a leadership role: Requires 1 year of experience leading a team of professionals executing Human Resources strategy and maintaining team member relationships.
In a technical role: Requires 3-5 years of Human Resources experience
A bachelor’s degree in a program related to the functional area can count for two of the five-year requirement
In the industry: 1-2 years of Hospitality, Food, Beverage, and/or Retail experience preferred
SHRM-SCP or HRCI-SPHR certification strongly preferred
Experience in various areas of Human Resources, including recruiting, employee relations, labor relations, training and development, benefits, and compensation
Training that leads to an in-depth understanding of HR policies and practices
Training that leads to in-depth knowledge of relevant state and federal employment regulations and statutes
Excellent customer service skills
Has the ability to read and comprehend correspondence, policies, and legal documents and translate concisely so team members can easily understand
Ability to build collaborative partnerships and work cross-functionally
Proficient in Microsoft Office; has expertise in preparing documents, spreadsheets, and presentations
Proficiency with HRIS and business software/systems; has the ability quickly learn new systems
Requires flexibility and adaptability to manage multiple projects and manage local and/or remote direct reports, while maintaining focus on critical HR processes
Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals.
Business acumen and mindset required to understand the long-term implications of People and Culture decisions and to advance organizational goals

Nice To Haves

1-2 years of Hospitality, Food, Beverage, and/or Retail experience preferred
SHRM-SCP or HRCI-SPHR certification strongly preferred

Responsibilities

Ensures daily HR processes and activities are performed in compliance with state and federal law, company policies and procedures, and Collective Bargaining Agreements where applicable
Develops and maintains a position as a trusted advisor to the Operations leader and management; advises on company policies, engagement, retention, training, and performance management issues as they arise
Communicates and deploys corporate People & Culture initiatives locally; acts as a mentor and primary resource to Operations team members and People and Culture professionals on site
Ensures that all federal, state, local laws, collective bargaining agreements, and corporate HR related compliance matters are proactively managed, including ADA, EEO, Affirmative Action Planning, FMLA, Fair Treatment, Customer Fair Treatment, and FAA
Manages the implementation of new policies and procedures related to new federal, state, and local employment laws in partnership with the Legal department
Coordinates and manages the administration and confidential investigation of workers’ compensation, unemployment, affirmative action, EEO, sexual harassment, fair treatment, customer fair treatment, FAA, and all other team member relations issues
Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with management to understand skills and competencies required
Performs general administrative functions such as team member file maintenance, preparation of legal compliance logs, and HRIS systems data entry and maintenance
Supports Field Operations with confidential investigations and provides guidance as needed to bring closure to open matters; partners with Internal Audit to ensure investigation and closure of People and Culture exceptions from the annual Ethical Conduct Certification
Oversees the Work Opportunity Tax Credit program, unemployment claims process, and administration of employment verifications
Partners with the Learning and Development team on training related to the prevention of harassment, discrimination, and retaliation; ensures all training requirements expected of team members are met
Manages the company’s Open-Line Hotline, Fair Treatment, unsolicited calls, and letters; ensures that each complaint is resolved fairly according to federal and state employment law guidelines as well as Company policy