Human Resource Generalist- TX

MUM INDUSTRIES INC•Dallas, TX

1d•$70,000 - $80,000•Onsite

About The Position

Become a success story within our Human Resources department in our Dallas, TX location! This role involves comprehensive responsibilities in workforce planning, employment, compensation, benefits, employee files, annual reviews, training and development, and employee discipline. The Human Resources Generalist reports to the Director of Human Resources and plays a key role in establishing and building high morale and a positive culture in a friendly atmosphere where people want to work.

Requirements

Bachelor’s Degree Required (Human Resources/Human Services/Communication/Business)
Advanced computer skills including knowledge of Microsoft Office Suite including Word, Power Point, Publisher, and Excel.
Ability to use and report information from ADP, eScreen, Infinisource, Everify, Backtrack, and recruiting sites as applicable.
Possess a minimum of 5 years’ experience in the field of Human Resources.
Considerable knowledge of principles and practices of personnel administration.
Effective oral and written communication skills.
Excellent interpersonal skills.

Responsibilities

Review benefits, compensation, working conditions, leave policies and other human resources matters to determine whether current practices are consistent with company’s values and objectives.
Evaluate current recruitment and hiring processes to determine whether current practices are meeting the needs of the business.
Assists in evaluation of reports, decisions, and results of department in relation to established goals.
Makes recommendations and influences others with new approaches, policies, and procedures to continually improve in efficiency and service performance.
Review and update employee Job Descriptions on an annual basis.
Make sure job descriptions and interviews are ADA compliant.
Evaluate employment application to be sure it is compliant with any state laws.
Written authorization is obtained for background checks.
Ensure drug testing, requests for information relating to arrests, conviction and any other candidate related information is completed per state guidelines.
Review all discrimination policies related to federal and state laws.
All interview questions are appropriate and do not breach federal and state discrimination laws.
Make sure job offer letter is reviewed by HR and employment at-will covered is in offer letter.
Plan new employee orientation/onboarding.
Ensure pay practices are compliant with FLSA requirements.
Ensure pay and incentive programs treat employees equitably.
Confirm exempt or non-exempt status for each employee.
Review administration of overtime pay.
Review all independent contractor relationships to prevent misclassification (temp agencies).
Review final pay policy.
Review medical health plan and all other benefits and confirm that all reporting requirements have been fulfilled.
Review all plans for compliance with Health Care Reform changes.
Review retirement plans (Simple IRA).
Ensure employee benefits information is distributed and understood by employees.
Approve invoice payments.
Administer claims resolution upon employee need.
Ensure SPDs (Summary Plan Descriptions) are distributed within 90 days of open enrollment, changes to benefits, or qualifying event enrollments.
Review COBRA compliance – Infinisource.
Analyze additional employee benefits – Sam’s Club Membership Discount.
Review all paid vacation, holiday, Sick or PTO leave.
Manage E-Verify/I-9 Employee Verification.
Manage Employees withholdings Allowance Certificate (W-4).
Ensure Employment Information Sheet is completed.
Ensure Employee Handbook is administered and sign receipt obtained.
Comply with state labor laws regarding new hires, drug testing, family leave act, overtime etc.
Ensure State and Federal posters are easily viewable to all employees.
Maintain separate files for medical records and documents regarding injury or disability.
Maintain separate files for Worker’s Compensation Claims and information.
Maintain separate files for FMLA forms and reports.
Maintain separate files for Form I-9s and E-verification.
Maintain separate files for wage garnishment documentation.
Maintain separate files for sensitive issues (harassment investigations, religious information of employee, etc.).
When applicable (100+ employees) report, administer, and file EEOC Affirmative Action Plan.
Communicate job expectations and responsibilities and document meetings as to all issues and points covered.
Ensure employees clearly understand which tasks are most important, the conduct and results required, and the performance standards against which he or she will be judged.
Ensure all employees have performance goals and measurements, such be kept and reviewed with employee by supervisor on an ongoing basis (give ongoing feedback).
Complete annual performance reviews for each employee.
Establish/Review training and development program.
Define training objectives and expectations (skills checklist and certification).
Ensure regulatory training such as safety and sexual harassment is completed annually.
Maintain Organizational Chart.
Maintain step-by-step disciplinary procedure and outline in employee handbook.
Establish Employee Relations and Investigation procedures to include; start date, training history, review history, discipline history, witness statements, and statement of the alleged.
Assist employees needing to use the Employee Assistance Program (EAP) for counseling, finance, and budgeting.
Use termination letter when appropriate to state last day worked, last day of benefits, last day of pay, and any pay for unused PTO. Also will include COBRA continuation of coverage.
File COBRA with vendor (Infinisource) to ensure proper administration of ERISA requirements and appropriateness.
Conduct Exit Interviews – to include terminating employee and their manager; review with VP and President as appropriate.
Administer reference checks to include dates of hire and eligibility of rehire.