HR Generalist II Job at Community Renewal Team in Hartford

JOB DESCRIPTION

POSITION TITLE: Human Resource Generalist II

DEPARTMENT: Human Resources

FLSA STATUS: Exempt

REPORTS TO: Director of Human Resources

GENERAL DESCRIPTION OF DUTIES

The purpose of the position is to provide HR support to assigned departments within CRT which may include technical assistance and guidance to management and employees in all areas of human resources. Analyzes problems and makes recommendations to the managers for solutions. Acts as subject matter expert in one or more HR functional areas.

SPECIFIC DUTIES AND RESPONSIBILITIES

ESSENTIAL JOB FUNCTIONS

The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position.

• Work with Program Managers to ensure human resources function is in compliance with funder requirements.
• Participate in Job Fairs and other recruiting events.
• Post & Update Job Openings on all appropriate job boards/postings internal and external.
• Screen all incoming resumes and applications timely & forward qualified applicants to appropriate Program Manager.
• Develop alternative innovative recruiting methods to fill job openings posted more than 30 days.
• Prescreen qualified applicants via telephone and schedule interviews for Program Managers.
• Maintain application/Interview file.
• Coach Program Managers on interviewing skills and participate in interviews as needed.
• Prepare job offer letters, conduct Pre-hire screenings and all appropriate checks for programs assigned utilizing the New Hire Checklist to ensure compliance with program requirements (example: fingerprinting, medical exams, driving tests, coordination of payment for fingerprinting, I-9 form, E-verify process, etc.).
• Conduct bi-weekly (or as needed) new hire employee orientation. Coordinate creation of employee badges & security access.
• Maintain supply of Orientation packets and ensure documents are in compliance with state & federal laws, program and agency requirements.
• Create folders for new hire’s personnel, payroll and medical files with all documents filed appropriately.
• Responsible for addressing Employee/Labor Relations timely including conducting investigations “Seek to Understand” with conclusion, recommendation and executing disciplinary action if needed.
• Consistently following company policies and handbook for disciplinary actions and terminations.
• Communicate and consistently enforce and adhere to any and all Agency policies and procedures.
• Maintain a clear understanding of Employee Handbook.
• Maintain a clear understanding of Union contracts as applicable.
• Create, update and maintain documentation, files, and data base for the Grievance procedure for all programs which are unionized. Track open and closed grievances and processes end-of-year report on grievances.
• Build and maintain positive relationships with Program Managers, Staff and Union as applicable.
• Monitoring and timely processing of RFH and RFPAs.
• Review, approve and print employee Performance Evaluations. Offer feedback/guidance to managers as needed.
• Assist managers in Performance Improvement Process (PIP) for employees.
• Ensure the maintenance and retention of employee personnel records system for the agency. Conduct audits and monitor for compliance per agency policy, state and federal laws.
• Clinical – Joint Commission spreadsheet – monthly maintenance.
• Process Volunteers and Interns per CRT policy.
• Maintain Volunteer and Intern files.
• Track Volunteers and Interns via a master Excel spreadsheet.
• Process termination documentation, i.e., obtaining approval; updating HRIS; payroll; and time & attendance systems which also includes notification to appropriate departments of termination; termination letter; UC61. I-9 document and files. Utilize termination checklist.
• Conduct Exit Interviews, record results and follow up on concerns identified.
• Update HRIS system with expiring employee information prior to expiration which must be tracked – driver backgrounds, driver licenses, I-9 re-verifications, trainings, medical licenses, etc.
• Respond timely to all unemployment claims. Attendance via telephone or in person to unemployment hearings as needed.
• Identify training needs, develop training programs, conduct or coordinate training to build skill of staff.
• Performs all essential functions of the HR Generalist I.
• Coach and Train Program Managers on CRT policies, procedures and employee handbook.
• Provide HR counsel and guidance to HR Interns, HR Volunteers and HR staff as needed.
• Exercises professional discretion and confidentiality concerning all duties performed.
• Assists the Human Resources Director with various special projects and research assignments.
• Complete HR filing timely to maintain current and accurate files.
• Annual archiving or more frequently if needed incompliance with records retention policy.
• Maintains an organized file room and HR department work area.
• Data Entry of New Hires into HRIS system (back up).
• Coverage of Front Desk (backup).

MINIMUM TRAINING AND EXPERIENCE

Education: Bachelor’s degree with course work emphasis in Human Resources Management, Business Administration or related field required. If degree is not available, demonstrated at minimum 5 years of experience in a Human Resource Generalist position is required.

Minimum Years of Experience. If degree is available, degree to be supplemented with additional five years progressively responsible Human Resource Generalist experience that provides broad knowledge of human resources which includes recruitment, benefits and employee relations; or an equivalent combination of education, training, and experience. Experience working with HRIS systems and Microsoft applications required.

Demonstrated Skills: In addition to the abilities required for the HR Generalist I, must be able to identify personnel/management problems and to make recommendations for solutions. Demonstrated skill in counseling employees in effective personnel practices. Map processes and recommend necessary changes. Must possess ability to establish and maintain effective working relationships in a diverse environment with co-workers supervisors, other Departments/Offices, and other agencies. Ability to use appropriate resources to solve problems. Ability to work independently and manage multiple priorities in an organized and timely manner. Maintain a high level of professionalism and confidentiality.

Driving Required: YES Agency Vehicle: NO Employee’s Own Vehicle: YES

Active Driver License in good standing required upon hire and throughout employment. Reliable transportation required to travel to company locations to meet with staff.

ADA COMPLIANCE

Physical Ability: Tasks involve sedentary to light work, involving some reaching, handling, bending, fingering and/or feeling of objects and materials.

Sensory Requirements: Some tasks require visual perception and discrimination. Most tasks require oral communications ability.

Environmental Factors: Tasks are regularly performed without exposure to adverse environmental conditions, such as dirt, dust, pollen, odors, wetness, humidity, rain, fumes, temperature and noise extremes, machinery, vibrations, electric currents, traffic hazards, animals/wildlife, toxic/poisonous agents, violence, disease, or pathogenic substances.