Orgill
Human Resources Generalist
Orgill, Post Falls, Idaho, United States, 83854
The Human Resources Generalist provides front line supervisor responsibilities. Assists with the administration of the day-to-day operations of the human resources functions and duties with hands on support for employee relations. This position will have responsibilities in some or all of the following functional areas; payroll, employee relations, safety, recruitment initiatives, retention and turnover, productivity and quality standards. Reviews statistical HR data to recommend and plan various strategies to assist with HR objectives. Contributes to the accomplishment of HR practices and objectives that will provide a high performance customer centered culture.
SPECIFIC RESPONSIBILITIES
Assist with all aspects of employee orientation to foster positive attitude toward organizational objectives.
Analyze statistical data and reports to identify and determine policies and causes of personnel problems involving turnover and retention; absenteeism rates and goals, quality and productivity standards, cost to hire.This is not an all inclusive list of the statistical reports needed in HR to identify personnel issues to determine effective programs.
Serve as a link between management and employees by handling questions and help resolve work related problems.
Participate and conduct employee investigations with the HR Manager making recommendations for eliminating or reducing exposure potentials. Reads situations quickly, actively listens and settles disagreements and disputes equitably.
Assist with recruiting processing
Deep understanding of FMLA, ADA, and workers compensation laws
Process and enter all benefit and payroll changes for salaried managers and supervisors.
Assist HR Manager with workforce planning, succession planning and career development planning.
Experience with labor relations, hourly recruiting, employee relations and engagement, employee training benefits administration, payroll, policy communication and administration, HR compliance.
Leadership development, change management, and organizational effectiveness.
Demonstrates understanding of labor and employment law both state and federal.
Represent organization at local city events; Chamber, SHRM, other community engagement.
SPECIFIC RESPONSIBILITIES
Assist with all aspects of employee orientation to foster positive attitude toward organizational objectives.
Analyze statistical data and reports to identify and determine policies and causes of personnel problems involving turnover and retention; absenteeism rates and goals, quality and productivity standards, cost to hire.This is not an all inclusive list of the statistical reports needed in HR to identify personnel issues to determine effective programs.
Serve as a link between management and employees by handling questions and help resolve work related problems.
Participate and conduct employee investigations with the HR Manager making recommendations for eliminating or reducing exposure potentials. Reads situations quickly, actively listens and settles disagreements and disputes equitably.
Assist with recruiting processing
Deep understanding of FMLA, ADA, and workers compensation laws
Process and enter all benefit and payroll changes for salaried managers and supervisors.
Assist HR Manager with workforce planning, succession planning and career development planning.
Experience with labor relations, hourly recruiting, employee relations and engagement, employee training benefits administration, payroll, policy communication and administration, HR compliance.
Leadership development, change management, and organizational effectiveness.
Demonstrates understanding of labor and employment law both state and federal.
Represent organization at local city events; Chamber, SHRM, other community engagement.