Human Resource Generalist

McCalla Raymer Leibert Pierce LLP•Hartford, CT

1d•Onsite

About The Position

JOB SUMMARY: The Human Resource Generalist position plans, directs, and coordinates human resource management activities to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, policies and regulatory compliance. DUTIES & RESPONSIBILITIES: Responsibilities encompass the full scope of Human Resources functions and include among others personnel, labor and employee relations, policies and procedures, compensation, classification and recruitment. Deliver orientation and complete employee onboarding/offboarding Serves as a liaison between management and departments. Interpret, evaluate and apply independent judgment and decision making regarding staff policies and procedures. Manage and process classification reviews including making recommendations or determinations of appropriate classification, recruitments/separations, merits, evaluations, career development, training, leave of absence, disability, workers’ compensation, payroll, and benefits administration. Consult with managers and employees to proactively address employee relations issues. Establishes and maintains general files and other information, maintains confidential employee information and records. Assists employees with routine personnel related questions as the first point of contact for employee related issues. Conduct exit interviews to identify reasons for employee turnover. Confer with Manager to identify personnel needs, workforce planning strategies, and search assignments. Develop and maintain strong working relationships with vendors, community organizations, and other team members to create a partnership that yields success, predictable results and credibility. Manages the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting. Develop and maintain a network of contacts to help identify and source qualified leaders. Review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements. Interviews all candidates presented for detailed interviewing by hiring managers. Soft skill instructor lead trainings and employee development. Prepares candidates for interviewing with hiring managers by providing detailed information on the firm, our business strategy, department background, job descriptions, and expectation-setting. Organizes, leads and documents post-interview debrief/feedback and post-mortems with interview teams and candidates. Reviews the hiring manager’s interview performance with each candidate and take appropriate action when warranted. Performs detailed reference checking and/or reference analysis on selected candidates and presents results to hiring managers. Extends offers of employment to selected candidates under the direction of the hiring managers and within the guidelines of firm’s compensation policy. Maintain accurate and well-ordered documentation on all candidates, searches, hiring managers interactions, and other recruiting activities to ensure a safe and thorough audit if required. Will perform other duties and responsibilities as needed.

Requirements

Bachelor’s degree (BA/BS) from a four-year college or university preferred; PHR /SHPR or SHRM certification preferred.
Knowledge of multiple state jurisdiction employment law.
4-6 years HR experience, preferably with corporate/legal groups.
Demonstrated ability and knowledge of using computer software applications including MS Excel, MS Word, MS Power Point, MS Outlook and Internet Explorer to streamline work for effectiveness and efficiency.
Experience using computer spreadsheets and database application for report generation.
Experience developing and maintaining data bases and web sites.
Experience with a variety of data processing software and relational database systems for data retrieval, analysis and review.
Ability to increase skills and knowledge to facilitate the use of new systems and updated applications.
Experience conducting training sessions with groups and staff.
Demonstrated counseling techniques with ability to act as a facilitator.
Experience and knowledge in conflict resolution, counseling, mediation, and knowledge of resources for crisis intervention.
Experience overseeing a broad scope of complex personnel and related functions such as recruitment and selection, employee relations, performance management, compensation and classification, policy and procedure development, compliance management, benefits administration, organizational development, terminations and layoffs and affirmative action.
Knowledge and understanding of and ability to interpret and apply local, state, and federal employment laws, including FMLA/CFRA/PDL/ADA/FEHA.
Experience in writing policies, business correspondence, reports, and procedure manuals.
Demonstrated ability to read, analyze, and interpret professional journals, technical procedures, labor contracts, policies, financial reports, and governmental regulations and to incorporate these into written documents as needed.
Proven ability to develop, analyze, and carry out program and project objectives and work with others in achieving organizational goals.
Proven ability to research, gather and organize information to produce concise reports using various resources.
Excellent interpersonal, as well as written and verbal communication skills (using grammatically correct written English and accurate typing) to interact with a variety of personalities at all levels of the organization.
Ability to work under pressure to meet tight deadlines and adapt to changing priorities.

Nice To Haves

PHR /SHPR or SHRM certification preferred.

Responsibilities

Deliver orientation and complete employee onboarding/offboarding
Serves as a liaison between management and departments.
Interpret, evaluate and apply independent judgment and decision making regarding staff policies and procedures.
Manage and process classification reviews including making recommendations or determinations of appropriate classification, recruitments/separations, merits, evaluations, career development, training, leave of absence, disability, workers’ compensation, payroll, and benefits administration.
Consult with managers and employees to proactively address employee relations issues.
Establishes and maintains general files and other information, maintains confidential employee information and records.
Assists employees with routine personnel related questions as the first point of contact for employee related issues.
Conduct exit interviews to identify reasons for employee turnover.
Confer with Manager to identify personnel needs, workforce planning strategies, and search assignments.
Develop and maintain strong working relationships with vendors, community organizations, and other team members to create a partnership that yields success, predictable results and credibility.
Manages the presentation, selection, offer, negotiation, closing, and administrative components involved in full lifecycle recruiting.
Develop and maintain a network of contacts to help identify and source qualified leaders.
Review resumes and credentials for appropriateness of skills, experience and knowledge in relation to position requirements.
Interviews all candidates presented for detailed interviewing by hiring managers.
Soft skill instructor lead trainings and employee development.
Prepares candidates for interviewing with hiring managers by providing detailed information on the firm, our business strategy, department background, job descriptions, and expectation-setting.
Organizes, leads and documents post-interview debrief/feedback and post-mortems with interview teams and candidates.
Reviews the hiring manager’s interview performance with each candidate and take appropriate action when warranted.
Performs detailed reference checking and/or reference analysis on selected candidates and presents results to hiring managers.
Extends offers of employment to selected candidates under the direction of the hiring managers and within the guidelines of firm’s compensation policy.
Maintain accurate and well-ordered documentation on all candidates, searches, hiring managers interactions, and other recruiting activities to ensure a safe and thorough audit if required.
Will perform other duties and responsibilities as needed.