The HR Generalist provides professional support and expertise in the design, implementation, and administration of broad range of human resources functions or programs within the corporate unit. This role is responsible to act as a back-up to the HR Manager in the management of a broad range of human resources functions while ensuring compliance in the areas of policies, procedures, records retention, I-9 verifications, and background checks, among others. The HR Generalist leads HR program implementations, internal audits and assists in the management of the department’s overall administration and staff as needed.
Essential Functions of the Job
Act as back-up to the HR Manager to supervise other team members; hiring and training department staff; assigning and directing work; providing performance feedback; addressing complaints and resolving problems
Manage HR tools including HRIS data, system security, records retention, and other HR processes such as onboarding and performance reviews
Act as a business partner to the departments assigned, escalate any tier 3 issues, and provide guidance to other generalists on tier 1-2 issues as needed
Manage HR systems and confidential employee related data
Develop reports and metrics on a variety of HR issues
Lead the development and implementation of general HR and compliance programs including all onboarding practices, policies, standard operating procedures, career ladders, comp analysis, etc.
Act as a business partner to managers and above to communicate HR policies and procedures
Assist to ensure the Corporate HR team’s focus is on the completion of key metrics, managing employee relations matters and providing responses in a timely manner
Respond to and resolve complex employee relations issues and concerns and act as a mentor to other HR members as needed
Monitor and review employee performance processes
Lead internal audits for all internal programs, produce written reports identifying improper procedures, research issues, and make recommendations to improve and mitigate risk
Act as a catalyst for continuous improvement by analyzing the department’s operations to identify opportunities and areas for improvement
Stay up to date on laws and regulations to maintain a good working knowledge and understanding of State and Federal guidelines to ensure all internal policies and practices meet such standards
Able to contribute to the attainment of specific departmental and company goals and results
Marginal Functions of the Job
Assist and/or administer a variety of support duties including, but not limited to, HR related lectures, office clerical duties, responding to various corporate-HR issues, and generating monthly and ad-hoc reports as required
Other duties as assigned
Education, Training, And Experience
Bachelor’s degree in HR, Business, or equivalent field of study required; Master’s degree preferred
Minimum of 5+ years of HR experience, including employee relations and HR program implementation experience, required
At least 1 year of direct supervision, or procedural management, experience required
Proven ability to lead and direct employees as well as develop workflow and process to generate results
Demonstrated evidence of knowledge in employment law, compensation, and employee relations
Ability to interact effectively with executive and other leadership positions
Outstanding communication and interpersonal skills
Intermediate competency with database management and other HRIS software required
Excellent computer skills in Microsoft environment (Word, PowerPoint, Excel, Adobe Pro/FoxIT)
Statement of Responsibility for Confidential Data
Has access to, and requires daily use of, confidential records.
Required by federal law to maintain strict confidentiality of “Avant” employee information and maintain security of such information.
Proprietary Information and Non-Conflict Agreement required.
The Company is an Equal Employment Opportunity (EEO) employer and does not discriminate based on race, color, religion, sex, sexual orientation, national origin, age, marital status, disability, veteran's status, or any other basis protected by applicable discrimination laws.