HR Generalist - Recruiting / Operations Job at TOLMAR in Windsor

Description

Purpose and Scope

The HR Generalist - Recruiting / Operations combines two critical functions - overseeing the full recruitment lifecycle for designated Operations positions and optimizing the HR Information System (HRIS) to streamline HR processes. This position will focus on identifying opportunities for process improvements and enhancing the overall HR experience.

Essential Duties & Responsibilities

• Manage the recruiting process for designated positions in the Operations Departments (manufacturing focus) including posting job openings, reviewing applicant qualifications, coordinating the interview process, facilitating the candidate selection discussion and presenting the offer to a candidate.
• Collaborate with Organizational Talent and Development (OTD) to develop and implement effective sourcing strategies to attract top talent.
• In collaboration with other members of the HR team, analyze current HRIS workflows and identify inefficiencies in process (e.g. recruitment, onboarding, etc.) and automate where possible to reduce manual data entry and increase efficiency.
• Facilitate and/or provide training (may include onboarding activities, training on HR topics, etc.) to employees.
• Track and report recruitment metrics (i.e. time to fill, cost per hire, candidate quality, source tracking, etc.)
• Generate HR reports, including headcount tracking, turnover and other relevant metrics to support Operations teams.
• Serve as initial point of contact for Manufacturing teams for employee issues / questions related to Human Resources, providing answers and/or referring complex situations to senior-level HR staff members for resolution.
• Interpret and provide basic policy and procedure explanation to both employees and management.
• Provide feedback and assistance with performance appraisal process for employees in assigned department(s), ensuring consistency and accuracy.
• Participate in the development/review of job descriptions.
• Complete exit interview discussions with departing manufacturing employees.
• Participate in regular meetings with management team members of Manufacturing to ensure alignment and awareness of developments that may impact employees.

• Support recruiting efforts at on-site and off-site recruitment events including job fairs, college recruiting fairs, etc.
• Respond to Requests for Separation Information for unemployment claims in Operations Departments with assistance from HR staff as needed.
• Maintain professional and technical knowledge by attending educational workshops and seminars, reviewing professional publications and participating in professional organizations.
• Participate in and support HR departmental initiatives, including wellness programs, planning company events, employee recognition programs, employee activities, etc.
• Perform various other duties as assigned.

Knowledge, Skills & Abilities

• Strong understanding of recruitment processes and best practices.
• Proficiency in HRIS systems and data management.
• Ability to analyze system data and generate actionable insights for HR decision-making.
• Excellent skills in effective oral and written communication.

• Excellent computer skills (MS Office, Excel, Word, etc.).
• Excellent problem-solving skills with a focus on process optimization and efficiency.

• Strong attention to detail and ability to manage multiple tasks simultaneously.
• Ability to interact effectively with all levels of employees within the company.
• Ability to plan, organize and prioritize work effectively.
• Ability to work effectively both independently and as part of a team.
• Ability to maintain confidential information and maintain a mature and discrete attitude.

Core Values

• The HR Generalist - Recruiting / Operations is expected to operate within the framework of Tolmar's Core Values:
• Consistently operate with the highest standards of ethics and compliance.
• Take ownership of your actions, success and setbacks.
• Respect each other and understand that honest collaboration is at the heart of our company success.
• Go the extra mile to make things happen.
• Be committed to all we do and the patients we serve.
• Embrace change with enthusiasm.
• Strive to learn about and understand the needs of customers and patients, and take action with great speed and efficiency no matter the task.

Education & Experience

• Bachelor's Degree in Human Resources, Business Administration or related field preferred.
• Professional Human Resources certification (PHR and/or SHRM-CP) preferred.
• Two or more years of experience in HR required.
• Previous focus in recruitment and/or HRIS optimization preferred.
• Strong background in talent acquisition with the ability to source, screen and onboard candidates effectively.
• Experience with Business Intelligence (BI) reporting preferred.

Compensation and Benefits

• Annual Pay Range: $65,000 - $70,000
• Benefits information: https://www.tolmar.com/careers/employee-benefits

Tolmar compensation programs are focused on equitable, fair pay practices including market-based base pay and a strong benefits package. The final compensation offered may vary from the posted range based on the selected candidates qualifications and experience.

Working Conditions

• Working conditions are normal for an office environment.
• This position is primarily on-site in Fort Collins and Windsor facilities, with the potential for a limited hybrid work arrangement.

Tolmar is an Equal Opportunity Employer. We do not discriminate on the basis age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation or any other applicable status protected by state or local law. It is our intention that all qualified applicants be given equal opportunity and that selection decisions are based on job-related factors.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)