Human Resource Generalist - Greeley, CO

Military Spouse Corporate Career Network•Greeley, CO

5d•Onsite

About The Position

The Human Resource Generalist is a forward-facing role that works with managers, employees, and applicants to provide technical assistance on Hensel Phelps human resource processes. With minimal supervision, the role supports and implements HR plans, procedures, and policies; assists with onboarding and employee relations; provides recruitment support for corporate employees; and conducts corporate new-hire orientation. The position works under the guidance of the HR Director and Corporate HR Director, supporting HR programs, compliance, learning and development, talent acquisition, and HR information systems.

Requirements

2–4 years of job-related experience as a talent acquisition or recruiting professional, human resources specialist, or human resources generalist.
General experience building compliance programs and administering compliance functions.
Knowledge of applicable state and federal laws, including COBRA, FLSA, ACA, ADA, OFCCP, ERISA, FMLA, and HIPAA.
Proficiency in Microsoft Office Suite, including Word, PowerPoint, and Excel.
Ability to be proactive and work with minimal supervision.
Ability to communicate effectively and deliver presentations on potentially controversial issues with tact, forethought, and the ability to influence positive outcomes among groups with varying positions.
Ability to read and interpret documents such as letters, memoranda, invoices, company policies, legal notices and interpretations, and employment and legal documentation.
Experience working collaboratively and effectively with hiring managers.
Ability to follow detailed written or oral instructions and address problems involving a few concrete variables in non-standardized situations.
Competent mathematical skills, including calculating with whole numbers, fractions, and decimals and computing rates, ratios, and percentages; ability to process routine reports and correspondence.
Specialized knowledge and ability to support compliance with equal employment opportunity, wage and hour, Department of Labor, and Office of Federal Contract Compliance regulations.
Ability to maintain confidentiality and handle sensitive information with integrity and consistency.
Strong verbal and written communication skills.
Experience using Applicant Tracking Systems and Human Resource Information Systems.
Strong analytical skills and ability to interpret data and trends.
Bachelor’s degree, preferably in human resources, organizational leadership, business administration, business management, or a similar field of study.

Nice To Haves

Professional in Human Resources (PHR) or SHRM-CP certification.
Master’s degree in business administration, human resources, or organizational leadership.

Responsibilities

Support supervisors and employees on common employee relations issues, including performance management, terminations, leaves of absence, and corrective actions, with guidance from the HR Director.
Facilitate the integration of HR programs, policies, and procedures by communicating with managers and employees.
Build productive internal relationships across the organization.
Assist with developing and distributing the Employee Handbook and related documentation, including consent and acknowledgment forms and assigned annual regulatory compliance materials.
Provide technical assistance on HR processes, procedures, and systems to maintain compliance with applicable state and federal laws.
Complete required monthly and quarterly HR reporting, including reporting on turnover and exit-interview trends.
Improve efficiency and effectiveness through standardized reporting, communication, and established processes.
Serve as a liaison and resource for regional talent acquisition managers, providing general guidance, technical assistance, and coaching as needed.
Work with managers, supervisors, and employees to develop employee capabilities, including delivering training on HR, management, and leadership topics.
Help measure the effectiveness of learning and employee development efforts to improve job-related skills and maintain compliance.
Record employee information in the HRIS, including personal data, compensation, benefits, attendance, performance reviews or evaluations, and termination dates and reasons.
Update employee files to document personnel actions and provide information for payroll and other uses.
Audit HRIS capabilities for accuracy, integrity, utilization, and functionality.
Compile and analyze data and prepare and distribute HR metrics reports to evaluate effectiveness and ensure needs are met.
Provide recruitment support for corporate employees and conduct corporate new-hire orientation.