Human Resources Generalist

New England Homes For The Deaf•Danvers, MA

6d•$32 - $33•Onsite

About The Position

New England Homes for the Deaf (NEHD), founded in 1901, is a life plan community offering a continuum of care to Deaf, Deafblind, and hard of hearing seniors. NEHD provides independent living, rest home care, skilled nursing, Deaf senior centers, short-term rehabilitation, respite care, and hospice care. The mission of NEHD is to offer long-term healthcare, housing, recreational activities, and social support for Deaf, Deafblind, and hard of hearing individuals in an accessible, barrier-free, and culturally sensitive environment with optimal communication and architectural resources.

Requirements

Minimum of 1 to 3 years of experience in HR or Employee Relations.
Bachelor's degree in Human Resource Management, Business Administration, or experience in lieu of.
Past experience with performance management.
Experience with computer systems, particularly Microsoft 365.
Outstanding verbal and written communication skills.
Ability to manage multiple tasks with heavy workload.
Excellent time management skills.
Working knowledge of labor laws and federal rules and regulations.
Ability to adapt quickly to changing priorities.
Ability to act with integrity, professionalism, and confidentiality.
Ability to demonstrate problem solving skills and the ability to implement solutions quickly.
All staff are required to take our free, on-site ASL and Deaf Culture classes.

Nice To Haves

PHR or SHRM-CP Certifications is preferred, but not required.

Responsibilities

Lead and manage all human resources functions for the organization, ensuring alignment with organizational goals, regulatory requirements, and best practices.
Serve as the primary Human Resources professional for the organization, providing strategic and operational HR support to leadership and employees.
Oversee full-cycle recruitment, including workforce planning, job postings, candidate sourcing, screening, interviewing, selection, hiring, onboarding, and orientation.
Review and evaluate staffing requests for new, replacement, temporary, and additional positions in accordance with budgetary and operational needs.
Administer pre-employment processes, including reference checks, CORI/background screenings, employment eligibility verification, offer letters, and candidate communications.
Maintain employee personnel records and HR documentation in compliance with federal and state regulations while ensuring confidentiality and data integrity.
Develop, maintain, and update job descriptions, organizational policies, employee handbooks, and performance management systems.
Administer and oversee employee performance evaluation processes and provide guidance to managers on performance management, coaching, and corrective action.
Coordinate and support employee training, professional development, leadership development, and mandatory compliance education programs.
Administer employee benefits programs, including health, dental, vision, life insurance, disability insurance, retirement plans, COBRA, and supplemental benefits.
Manage employee leave programs, including FMLA, PFML, ADA accommodations, workers' compensation claims, disability claims, and unemployment claims, including attendance at hearings and appeals as necessary.
Conduct and oversee workplace investigations involving employee relations concerns, policy violations, harassment, discrimination, and other employment-related matters.
Provide guidance and support to managers and employees on employee relations issues, conflict resolution, disciplinary actions, policy interpretation, and workplace concerns.
Develop and implement employee engagement, retention, recognition, and workplace culture initiatives designed to support employee satisfaction and organizational success.
Ensure compliance with all applicable federal, state, local, healthcare, and employment laws, regulations, licensing requirements, and accreditation standards.
Maintain required labor law postings, OSHA records, compliance reporting, affirmative action documentation, and other regulatory requirements.
Oversee HRIS administration, employee data management, reporting functions, and system training for managers and employees.
Train and support employees and managers in the use of HR, payroll, benefits, and timekeeping systems.
Partner with organizational leadership to develop and implement strategic human resources initiatives, workforce planning efforts, succession planning, and organizational development programs.
Assist with compensation administration, including wage adjustments, market analyses, salary recommendations, performance review tracking, and compensation planning.
Coordinate risk management, workplace safety, emergency preparedness, and compliance initiatives, including required drills, training, and reporting requirements.
Participate in committees, task forces, and organizational initiatives as assigned.
Prepare, analyze, and present HR reports, metrics, recommendations, and workforce data to executive leadership and the Board of Directors as requested.
Serve as the primary point of contact for employment verification requests and other external personnel-related inquiries.
Maintain professional knowledge of human resources trends, employment law developments, and industry best practices.
Perform other related duties, special projects, and strategic initiatives as assigned to support organizational objectives.