Human Resource Generalist - Greeley, CO

VetJobs•Greeley, CO

7d•$65,000 - $75,000•Onsite

About The Position

The Human Resource Generalist provides technical assistance on human resource processes and works with managers, employees, and applicants. With minimal supervision, the role supports and implements HR plans, procedures, and policies; assists with onboarding; facilitates employee relations; supports recruitment for corporate employees; and conducts corporate new-hire orientation. The position also supports HR programs, compliance, reporting, employee development, and HR information systems.

Requirements

2–4 years of job-related experience as a talent acquisition or recruiting professional, HR specialist, or HR generalist.
General experience building compliance programs and administering compliance functions.
Knowledge of applicable state and federal laws, including COBRA, FLSA, ACA, ADA, OFCCP, ERISA, and FMLA.
Proficiency in Microsoft Office Suite, including Word, PowerPoint, and Excel.
Ability to work proactively with minimal supervision.
Ability to communicate effectively and present potentially controversial issues with tact, forethought, and the ability to influence positive outcomes among groups with varying positions.
Ability to read and interpret employment and legal documents, company policies, memoranda, invoices, and related materials.
Experience collaborating effectively with hiring managers.
Ability to follow detailed written or oral instructions and handle problems involving a few concrete variables in non-standardized situations.
Competent mathematical skills, including performing arithmetic with whole numbers, fractions, and decimals and calculating rates, ratios, and percentages.
Specialized knowledge sufficient 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.
Interest in human resources and a desire to grow the function.
Bachelor’s degree, preferably in human resources, organizational leadership, business administration, business management, or a similar field.

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, with guidance from the HR Director, on employee relations matters including performance management, terminations, leaves of absence, and corrective actions.
Communicate HR programs, policies, and procedures to managers and employees.
Build productive internal relationships.
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 support compliance with applicable state and federal laws.
Prepare required monthly and quarterly HR reports, including 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.
Provide general guidance, technical assistance, and coaching as needed.
Work with managers, supervisors, and employees under the Corporate HR Director’s direction to build 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.
Enter and update employee information in the HRIS, including personal data, compensation, benefits, attendance, performance evaluations, and termination information; maintain employee files for personnel actions, payroll, and other uses.
Audit HRIS capabilities for accuracy, integrity, utilization, and functionality; compile and analyze data and prepare and distribute HR metrics reports.