Human Resources Generalist

Barber-Nichols•Arvada, CO

21d•Onsite

About The Position

The Human Resource Generalist will play a key role in supporting the employee lifecycle. The incumbent will be a collaborative partner who is eager to learn and able to handle confidential information in a professional manner. This position will provide support in all aspects of the HR function, including but not limited to, recruitment, onboarding, employee relations, learning & development, and HR operations.

Requirements

Bachelor's degree in Human Resources, Organizational/Industrial Psychology, Business Management or related field or equivalent combination of education and experience.
Minimum of three (3) years of Human Resources experience to include recruitment, benefits, compliance, onboarding, compensation, employee relations, training, budget and engagement.
Experience with Paylocity a plus.
Must be willing to work overtime as required.
Travel on rare occasions.
Proficiency in word processing, spreadsheet, presentation, project management, enterprise resource planning, database, and specialized application software.
Manages difficult or emotional personnel situations; responds promptly to personnel needs; solicits personnel feedback to improve service; responds to requests for service and assistance; meets commitments.
Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a harassment-free environment; Builds a diverse workforce.
Ability and willingness to abide by set policies and/or safety programs established by BNI, our clients, and/or regulatory agencies which govern our performance and behavior in the normal course of our work while on BNI or the client’s property or job site.
Excellent written and verbal communication skills required.
Strong organizational and time management skills.
High attention to detail.
Ability to successfully plan and implement objectives within established timelines and work schedules.
Ability to analyze problems and develop effective solutions at both strategic and functional levels.
Demonstrate behavior consistent with company values.
Ability to work independently, with minimal direction as a highly motivated self-starter and within a team-oriented culture.

Nice To Haves

PHR or SHRM-CP certification preferred.

Responsibilities

Support the Recruiting function: Partner with managers to ensure job descriptions are created and updated for each role in the organization and maintain job description files, Source qualified candidates for open positions, Maintain open positions and candidates in the Applicant Tracking System, Conduct initial phone screens with candidates, Schedule on-site interviews for all open roles, Maintain professional communication with all candidates during each step of the recruiting process, Collaborate with the HR Team to prepare offer letters and present them to candidates.
Support the Employee Lifecycle: Launch and maintain the full cycle onboarding process from offer acceptance to employees’ first 90 days at the company, Initiate background and drug screens for each new hire, Verify and maintain I-9 documentation and E-Verify compliance, Maintain the new employee onboarding packet to ensure information is current for each orientation, Conduct new-hire orientations to ensure new employees gain an understanding of policies/procedures, benefit plans and enrollment provisions, Educate and assist employees on benefit plans so they can make informed benefits decisions, Process new hires, terminations, and employee changes in the HRIS (Paylocity), Complete onboarding, termination, and employee change checklists, ensuring all steps are completed, Schedule and conduct 30-day and 90-day employee check-ins, delivering results to the HR Team and management.
Compliance: Maintain data integrity and personnel files in the HRIS and conduct periodic audits to ensure employee data is current and accurate, Launch and track all compliance training within the LMS, Administer and track all required policy acknowledgements, ensuring timely completion for all employees, Partner with the Human Resources Manager to revise employee policies and handbook changes as needed, Manage and update the HR intranet page to ensure relevant information for employees is maintained including HR Policies and Handbooks, Serve as a point of contact for employees with questions about policies and procedures, Partner with HR leadership to support compliance filings and documentation, Respond to unemployment claims and participate in unemployment hearings, Update and maintain all required employee notices, Support audit preparation.
Benefits and Leave Administration: Coordinate the distribution of open enrollment materials including employee presentations, summary plan descriptions, annual open enrollment material and all legal and regulatory disclosures, Act as a point of contact for employees with benefit questions, Process life-change events, ensuring required documentation is received, proper deductions are applied, and notifying Payroll about benefit and employee changes, Support benefit invoice reconciliation in partnership with the Sr. HRBP, Resolves discrepancies with carriers, payroll, Paylocity and the company, Assist with worker’s compensation injury claims, injury reporting, tracking injured workers’ status and coordinating light-duty requirements with management, Ensure COBRA paperwork is generated and sent by our TPA and monitor enrollment activity.
Employee Relations & Performance Management: Act as the point of contact for routine employee questions, Provide employee counseling, conflict resolution and support terminations in partnership with the HR Team, escalating more complex employee relations issues to the HR Manager & assigned HRBP for that team, Set up, test, and launch performance reviews in the Performance Management system, Schedules and conducts exit interviews and debrief on results with HR Manager, department HRBP, and management.
Employee Engagement and Learning & Development: Support the planning of company events and employee activities to strengthen employee engagement, Set up and launch employee surveys and gather results after surveys close, Schedule and maintain invites for various training activities, Partner with L&D Sr. HRBP to support administration of learning and development programs, including scheduling, participant communications, training materials, L&D administration, attendance/completion tracking, and program surveys, Ensure training attendance rosters are completed and saved in HR files, Launch post-training surveys, Provide administrative coordination and tracking for employee development programs, including tuition assistance and apprenticeship programs, Support front desk coverage when needed and perform other duties as assigned.