Human Resources Generalist

Smithfield Foods•Milford, UT

11d•$54,000 - $81,375

About The Position

The Human Resources Generalist provides general human resource assistance to a business unit or corporate functional area. The role may include recruiting, selection and staffing, employment and personnel documentation, job evaluation, compensation, safety, and benefits. It performs complex duties requiring independent judgment and coordination in one or more areas of a comprehensive human resource operation. The Human Resources Generalist supports Smithfield Hog Production by building talent pipelines and partnering with operational and business leaders to meet current and future hiring needs. The position also supports employee relations, onboarding, compliance, training and development, relocation, international hiring, and immigration-related processes. The role requires maintaining accurate employee and recruitment records and coordinating recruiting activities from requisition through onboarding.

Requirements

Bachelor’s degree from an accredited four-year college or university in Human Resources, Business Management, or a related field, plus 2 or more years of relevant experience; or an equivalent combination of education and experience.
Bilingual.
Ability to work well with others in a fast-paced, dynamic environment.
Ability to be respectful, approachable, and team-oriented while building strong working relationships and a positive work environment.
Ability to perform the essential duties satisfactorily; reasonable accommodations may be made to enable individuals to perform essential functions.

Responsibilities

Create and lead recruiting initiatives to source talent for exempt and non-exempt positions across Smithfield Hog Production.
Partner with operational and business leaders to match available talent with current and future employment opportunities and meet hiring requirements.
Maintain employee personnel, benefits, staffing, recruiting, safety, and departmental files in accordance with company retention guidelines.
Process HR and Safety paperwork, including applications, new-hire paperwork, pay and data changes, terminations, and other confidential employee information.
Manage recruiting and pre-employment efforts for assigned client groups, including resume review, phone screens, interview scheduling, offer letters, background and drug checks, and new-hire packets.
Assist with administering New Employee Orientation and support the full onboarding cycle.
Assist with maintaining and administering the Applicant Tracking System.
Maintain the compliance database and ensure required training and other activities occur on schedule.
Ensure required postings are displayed at all locations.
Promote positive employee relations and minimize potential liabilities.
Assist with oversight of the corporate AAP to ensure compliance in recruitment, promotion, and transfer processes.
Assist with the employee relocation program.
Assist with organizational training and development efforts.
Compile and maintain departmental reports.
Oversee the International Program, including recruiting, hiring, legal documentation, travel, relocation, housing, and placement of new hires.
Develop training or skill-transition programs, such as internships or on-the-job training, to support development and employment of veterans, minorities, females, and others who can transition into roles that address future skill gaps.
Identify, document, and standardize immigration recruitment processes to improve efficiency and mitigate company risk.
Assist in reviewing and analyzing information or documentation for petitions and applications with appropriate U.S. government agencies.
Maintain accurate documentation of recruitment efforts, applicant flow, interviews, hires, and other selection and onboarding activities.
Open job requisitions in the ATS and post them on hiring boards; evaluate resumes against job descriptions; conduct phone screens; schedule hiring-manager interviews; make offers; and follow candidates through onboarding.
Partner with Hiring Managers and the HR Manager on job postings, build relationships with Hiring Managers to determine hiring needs, and drive the hiring process.
Lead recruitment and engagement initiatives to procure talent for exempt and non-exempt positions.
Proactively attract candidates through social and professional networking sites, outreach, career fairs, website postings, special recruiting events, and other advertising.
Engage current employees, including employee resource groups, in recruitment and employment-branding events.
Perform other duties as assigned.