HR Generalist

Day & Ross•Shelby Township, MI

13d•Onsite

About The Position

Using a consultative approach, the HR Generalist supports the business in areas of workplace investigations, performance management and disciplinary action, policy development and implementation, low risk terminations, and employee relations. Oversee end-to-end management of workers’ compensation claims, including initial incident intake, timely claim submission, communication with insurance providers, coordination of return-to-work plans, and proactive follow-up to ensure compliance and resolution. Monitor, analyze, and report on workers’ compensation claim-related costs. Develop and implement cost containment strategies while identifying trends and opportunities to minimize risk and financial impact to the organization. Collaborate with managers to prepare job descriptions, develop workforce plans, and ensure that position requirements support operational performance and organizational objectives. Consult with the compensation and total rewards team to process compensation requests, ensuring accuracy and compliance with internal policies. Own the headcount approval submission process by partnering closely with business leaders to forecast staffing needs, track open roles, and proactively support new business launches. Ensure staffing proposals are aligned with operational goals, budget, and workforce planning data. Research and respond to general employee and manager inquiries regarding HR policies, processes, and HR technology (e.g., Oracle), escalating complex or sensitive cases as required. Investigate complaints filed with HR, conducting thorough follow-up and ensuring timely and satisfactory resolution in accordance with company policies and legal standards. Build and maintain strong operational partnerships with business leaders, supporting and enabling all facets of organizational success through proactive collaboration and solution-oriented HR practices. Perform other related duties as may be required.

Requirements

Post-secondary education, preferably in Human Resources; business administration or another related program may also be considered.
Minimum of three years’ experience in an HR functional or support role, preferably in the transportation industry.
Exceptional communication skills, both verbal and written
Solid computer skills: keyboarding accuracy and experience with Microsoft Office products and web based programs.
Inclination for learning new programs
Strong interpersonal and customer relationship management skills throughout all levels of the organization
Attention to detail
Conflict resolution skills
Ability to facilitate training workshops on a variety of topics
Ability to train, coach, evaluate, and help improve others’ performance, contributions and/or workplace behaviours
Excel at creating and delivering quality training presentations and supporting materials
Good business acumen
Ability to multitask, prioritize and take direction from several people
Appropriate sense of urgency
Knowledgeable in federal employment laws, as well as HR best practices.

Nice To Haves

SHRM certification is an asset.
An alternate suitable combination of education and experience may also be considered.
Previous experience with Oracle Human Capital Management System [HCMS] is an asset.

Responsibilities

Oversee end-to-end management of workers’ compensation claims, including initial incident intake, timely claim submission, communication with insurance providers, coordination of return-to-work plans, and proactive follow-up to ensure compliance and resolution.
Monitor, analyze, and report on workers’ compensation claim-related costs.
Develop and implement cost containment strategies while identifying trends and opportunities to minimize risk and financial impact to the organization.
Collaborate with managers to prepare job descriptions, develop workforce plans, and ensure that position requirements support operational performance and organizational objectives.
Consult with the compensation and total rewards team to process compensation requests, ensuring accuracy and compliance with internal policies.
Own the headcount approval submission process by partnering closely with business leaders to forecast staffing needs, track open roles, and proactively support new business launches.
Ensure staffing proposals are aligned with operational goals, budget, and workforce planning data.
Research and respond to general employee and manager inquiries regarding HR policies, processes, and HR technology (e.g., Oracle), escalating complex or sensitive cases as required.
Investigate complaints filed with HR, conducting thorough follow-up and ensuring timely and satisfactory resolution in accordance with company policies and legal standards.
Build and maintain strong operational partnerships with business leaders, supporting and enabling all facets of organizational success through proactive collaboration and solution-oriented HR practices.
Perform other related duties as may be required.