What Does A Human Resources Generalist Do?

WHAT DOES A HUMAN RESOURCES GENERALIST DO?

Published: Aug 5, 2025 - The Human Resources Generalist provides strategic support to managers and stakeholders by guiding policy implementation, addressing employee inquiries, and resolving workplace issues in compliance with company culture and labor laws. This role manages immigration processes, employee lifecycle transitions, benefits administration, and compliance filings to ensure adherence to regulatory requirements and minimize organizational risk. The generalist also collaborates cross-functionally to develop, document, and implement new policies, programs, and initiatives that enhance the overall employee experience.

A Review of Professional Skills and Functions for Human Resources Generalist

1. Human Resources Generalist Duties

Employee Training: Manages new employee corporate orientation and training programs.
Record Maintenance: Maintains employee records in compliance with applicable legal requirements.
Payroll Preparation: Prepares information to place employees on payroll and establishes employee files.
Leave Reporting: Provides support and coordination with employee relations, performance management, and employee leave reporting activities.
Engagement Support: Participates in employee engagement initiatives.
Benefit Support: Provides support and coordination with benefit administration and open enrollment processes.
Talent Sourcing: Provides full life-cycle recruitment support to the Recruiting Team including recruiting talent by developing and maintaining strong professional relationships.
Policy Compliance: Maintains employee policies and ensures compliance with COBRA guidelines.
Candidate Experience: Ensures that contact with internal and external candidates is always professional and positive.
Applicant Hiring: Assists with the hiring of qualified job applicants for open positions.
Role Alignment: Collaborates with departmental managers to understand skills and competencies for openings.
Onboarding Process: Implements new hire orientation and onboarding processing.
Exit Management: Conducts exit interviews and maintains and advises on past practices.
HR Operations: Performs routine tasks to administer and execute human resource programs including employee recognition, compensation, benefits, and leave, disciplinary matters, investigations, performance and talent management, productivity, recognition, and morale.
Inquiry Handling: Assists with employment-related inquiries from applicants, employees, and supervisors, referring complex and sensitive matters to the appropriate staff.
Regulatory Compliance: Maintains compliance with federal, state, and local employment laws and regulations, and recommends best practices.
Policy Review: Reviews policies and practices to maintain compliance.
Internal Communication: Creates and distributes internal communications regarding status changes, benefits, or company policies.
Culture Development: Monitors and assists with the enhancement of employee engagement and company culture.

2. Human Resources Generalist Details

Recruitment Support: Supports the DC’s recruitment process by interviewing, assessing, and evaluating prospective candidates for employment.
Interview Coordination: Coordinates interview schedules, testing, and background checks and ensures all related company policies.
Legal Compliance: Procedures and state and Federal employment laws are met.
Talent Sourcing: Identifies and develops relationships with external hiring sources, including staffing agencies, to ensure quality candidate flow.
Employee Relations: Supports employee relations activities under the direction of the HR Manager, providing counsel and expertise to the management team.
Performance Guidance: Counsels management on performance management activities in the DC.
Issue Investigation: Investigates identified issues, helping to ensure compliance with company policies, procedures, local and/or Federal employment laws.
Training Delivery: Supports the training efforts of team members, from new hire orientation/training to other HR-related training rollouts for leaders or team members.
Benefit Assistance: Supports the administration of benefits, striving to ensure team members understand company benefit programs by regularly answering questions and explaining benefits as opportunities arise.
Team Supervision: Assists the HR Manager in the supervision of the HR Coordinator and/or the Seasonal Recruiter positions.
Data Analysis: Generates reports for data analysis, including wage surveys, performance appraisals, staffing reports, turnover reports, and others to support HR planning and decision-making.
Leave Tracking: Supports the DC’s leaves of absence by tracking and coordinating with the LOA Administrator and communicating with team members about LOA status.
Event Management: Manages processes for DC events, including but not limited to Michael's Cares events, building celebrations, individual/team recognition events, etc.
Project Execution: Completes other related duties, including projects partnering with HR staff in other DCs and/or the Support Center.

3. Human Resources Generalist Responsibilities

Recruiting Strategy: Builds strong business partnerships with Hiring Managers by developing effective recruiting strategies.
Applicant Management: Effectively manages applicants through an applicant tracking system from application to onboarding.
Candidate Sourcing: Sources and identifies candidates, reviews and screens resumes.
Interview Execution: Interviews candidates of all levels including management roles.
Leave Administration: Administers and advises client groups on all needs related to leave administration, federal and specific state leave of absence programs.
Benefit Support: Provides support for all benefit-related questions and issues.
Benefit Consultation: Provides consultation to business groups on the benefit impacts of employee leaves.
Policy Compliance: Ensures consistency and fairness in policy and procedure as well as those related to Federal and State law requirements.
Issue Investigation: Investigates employment, grievance, EEO and ADA-related issues.
Findings Reporting: Reports findings and responds appropriately.
Training Support: Coordinates with the training department to support training and development for assigned client groups.
Program Facilitation: Facilitates various training in the areas of management and overall associate development, diversity, harassment, new hire orientations, and performance management.
Performance Resolution: Resolves performance issues for staff through separation.
Team Counseling: Resolves team member issues and acts as counsel to management and team members.
Organizational Consulting: Under the direction of the HR Manager, consults clients on changing organizational needs.
Change Management: Participates in developing and conducting reorganizations to maximize the effective use of resources and minimize adverse impact and risk.
System Processing: Processes and manages all organizational changes and movements through Human Resources Information Systems.
Data Auditing: Conducts data audits to ensure accuracy.
Program Communication: Communicates and ensures compliance with compensation, benefits, and leave policy and programs.
Compensation Review: Ensures competitive compensation for retention, manages the salary review process for designated business groups, administers pyramid reviews and other processes.
Performance Evaluation: Administers the performance evaluation process for exempt and non-exempt employees.

4. Human Resources Generalist Job Summary

Culture Building: Establishes culture and drives employee engagement.
Trend Analysis: Analyzes trends and develops site-specific engagement strategies.
Value Proposition: Ensures an appropriate employee value proposition.
Leader Communication: Partners with leaders to deliver timely and effective communications.
Strategic Alignment: Influences operating mechanisms to ensure alignment with strategic growth plans and supports a culture of wellness.
Workforce Relations: Manages employee relations across sites to enhance workforce performance and productivity.
Risk Identification: Identifies and addresses people and organizational risk.
Health Assessment: Conducts organization health assessments.
Workplace Strategy: Recommends and implements strategies for maintaining a positive work environment.
Investigation Handling: Conducts employee relations investigations and provides recommendations for resolution.
Capability Building: Partners with leaders to build organizational capability.
Talent Coaching: Provides coaching and feedback to managers and employees on talent management activities including performance management, training and development, organizational capability assessment, strategy and planning.
HR Partnership: Partners with HR Centers of Expertise to facilitate annual calibration and compensation planning processes, prepare for talent reviews, and provide development opportunities for employees.
Diversity Retention: Attracts, motivates, and retains a diverse workforce that delivers results.
Recruitment Strategy: Partners with the Talent Acquisition COE to drive recruitment strategies and processes.
Hiring Oversight: Reviews and approves requisitions, participates in interview panels, ensures effective utilization of the internship program, and executes new employee onboarding activities.
Trend Support: Identifies and addresses geographic workforce trends to support business strategy.
Change Management: Partners with site and HR leaders to develop and implement change initiatives within sites to drive organizational alignment and effective human resource utilization.
Program Integration: Partners with COEs and Business HRGs to develop, communicate, and implement initiatives and programs including those related to compensation, benefits, talent acquisition, talent management, legal and other applicable programs.

5. Human Resources Generalist Accountabilities

Shift Presence: Provides plant floor and break room presence during shift to include attending beginning of shift huddles, attendance tracking at beginning of shift and verifying proper clocking in and out procedures during shift starts, ends, and cross-work area labor transfers.
Labor Coordination: Acts as a point of contact for labor moves between departments, ensuring all employees' hours are accounted for in the correct cost center.
Shift Handoff: Responsible for HR shift handoff at the beginning and end of the shift to include communicating labor moves to the Labor Coordinator, ER issues, and any other information that pertains to people operations.
Orientation Backup: Serves as a backup for New Hire Orientation and Onboarding.
Relations Expertise: Provides Employee Relations expertise and shapes the local ER strategy, ensuring all policies and procedures are legally compliant and managers are trained.
Leader Support: Leads and supports leaders in consulting with employees and responding to all employee matters to gain resolution.
Strategic Partnership: Partners with supervisors and ops managers to help guide and support business initiatives and align them with the Human Resource strategy.
Employee Advocacy: Advocates for employees and provides objective feedback to supervisors in coaching them on how to deal with difficult employee situations.
Payroll Auditing: Maintains, tracks, and audits payroll and compensation changes.
Benefits Education: Conducts open enrollment and provides ongoing education of the company's health and ancillary benefits and 401(k) to employees and team leaders.
Records Management: Maintains employee records and processes all employee changes through the HRIS System.
Policy Administration: Administers and interprets operational policies, procedures, and the employee handbook.
Recognition Support: Supports and coordinates employee recognition programs.
Exit Analysis: Conducts exit interviews, analyzes data including reasons for turnover, and makes recommendations for corrective actions and continuous improvement.
Process Improvement: Identifies inefficiencies and proposes solutions to daily operational HR challenges.
Data Utilization: Utilizes data and HR reporting to support decision making and proposed solutions.
Report Analysis: Utilizes internal and external data, generates and analyzes reports to provide a basis for business cases and meets regulatory requirements.

6. Human Resources Generalist Functions

Compliance Assurance: Assesses, audits and ensures compliance with HR strategies, plans, policies and practices, corporate HR governance, statutory, legal and other requirements for Brits Plant.
Equity Planning: Ensures achievement of Employment Equity Plans, Workplace Skills Plan, and Annual Training Report.
Reporting Management: Ensures Annual Reporting Plans are compiled and submitted within the allocated timeframe.
Legislation Adherence: Ensures adherence to legislation and collective agreements.
Assurance Execution: Ensures that the HR assurance findings are managed and executed by the Group people strategy, HR governance and the business planning cycle.
Stakeholder Relations: Manages internal relations to ensure that business outcomes are achieved in line with the strategic HR initiatives.
Specialised Support: Provides relevant and specialised support to stakeholders.
Change Leadership: Acts as a trusted advisor and change leader to line management.
Service Improvement: Continuously improves HR service delivery to ensure that it meets expectations and standards as set out in the strategic HR framework and outcomes.
Operational Insight: Maintains in-depth knowledge of production working area/s to enable effective and efficient solutions to line management.
Learning Coordination: Plans, directs and coordinates the learning delivery activities within the Brits Plant.
Program Design: Designs and executes focused development programmes to support the organisation’s EE, diversity, and talent management objectives.
Academy Delivery: Manages and delivers the Brits functional learning academy, including learnerships, skills programs, apprentices, and graduates in training.
Mentoring Implementation: Implements coaching and mentoring initiatives to support the learning and development strategy.
Budget Preparation: Prepares Learning Budget and WSP/ATR in collaboration with Line Management using the competency framework model in conjunction with other stakeholders.
SDF Role: Performs the role of secondary SDF.

7. Human Resources Generalist Job Description

Strategic Direction: Establishes strategic direction and effectively communicates the vision.
Vision Communication: Communicates a clear and inspiring vision for the business.
Strategy Alignment: Drives competitive and innovative strategies and can generate alignment with the strategic direction.
Business Acumen: Understands, educates and applies the fundamental business concepts by which a company operates to deliver results and create a climate that fosters personal commitment to excellence.
Culture Promotion: Promotes and enhances company culture.
Value Championing: Champions the organization’s shared values and beliefs.
Cultural Alignment: Achieves effective collaboration, alignment, and communication across multiple dimensions of cultural diversity.
Self Awareness: Recognizes one’s personal strengths, weaknesses, opportunities, and limits.
Learning Motivation: Actively identifies new areas for learning.
Opportunity Utilization: Creates and takes advantage of learning opportunities.
Knowledge Application: Uses newly gained knowledge and skills on the job and learns through their application.
Change Leadership: Embraces and leads change and innovation.
Innovation Support: Encourages different and innovative approaches to address problems and opportunities.
Change Facilitation: Facilitates the implementation and acceptance of change within the organization.
Talent Development: Identifies and develops organizational talent.
Talent Attraction: Attracts high-calibre diverse talent, leads and guides others to accomplish organizational goals and objectives through ongoing development and collaboration.

8. Human Resources Generalist Overview

Data Reporting: Responsible for periodic and ad hoc reporting, including headcount, turnover, and ensuring accuracy of data maintained in various HR systems.
Record Management: Performs a wide variety of record-keeping across various systems and platforms.
System Backup: Acts as the primary backup for Benefits and Systems Administrator for all benefits programs and HRIS system maintenance.
System Support: Works collaboratively with the HR team to support various system implementations.
Sourcing Support: Supports the sourcing process by posting positions across platforms and leveraging various sourcing channels to maximize diversity in the applicant pool.
Candidate Screening: Conducts candidate screenings and interviews for hourly and selected exempt positions.
Background Verification: Conducts reference and background checks.
Brand Building: Builds a social media presence, an employment brand, and optimizes the candidates' experience.
Referral Management: Manages and promotes the employee referral program.
Education Partnership: Establishes and maintains partnerships with educational institutions in support of the talent acquisition strategy.
Internship Coordination: Manages and coordinates the summer internship program.
Performance Process: Coordinates and executes the performance feedback and merit review processes.

9. Human Resources Generalist Details and Accountabilities

Process Ownership: Owns the process flow and maintains the performance feedback system.
System Support: Provides support to leaders with system questions and support.
Process Improvement: Makes recommendations for enhancements to the performance feedback process.
Training Coordination: Supports learning and development initiatives through the coordination of training programs.
LMS Management: Maintains data in the Learning Management System and helps to leverage content to support training needs.
Diversity Support: Collaborates with the team on D&I initiatives and supports coordination of various programs.
Content Maintenance: Maintains key company information on the intranet, including organizational charts and contact information.
List Generation: Provides monthly birthday and anniversary lists.
Document Response: Responds to employment verifications, unemployment claims, and garnishments in coordination with ADP.
Info Posting: Provides regular postings on Google and communities to share People Team information.
Board Updates: Maintains intranet and employee communication boards with the most up-to-date policies and legal notices.
Culture Engagement: Supports and collaborates on culture and wellness activities and events.

10. Human Resources Generalist Tasks

Strategic Support: Supports the development of the HR strategic plan, goals, and objectives that support the corporate business plans.
Data Analysis: Supports the development of the HR strategy through environmental scanning and analyses of data.
Benefits Administration: Administers employee benefits programs such as health, disability insurance, retirement plans, vacation, leave of absence, FMLA, and employee assistance.
Talent Acquisition: Recruits, interviews, hires, and conducts onboarding to include background checks and drug screens.
Compliance Tracking: Ensures E-Verify and I-9 documentation are compliant and maintained.
Issue Resolution: Assists managers and supervisors in the appropriate resolution of employee relations and other HR issues such as disciplinary actions, employee development, staffing, and fostering a positive workplace culture.
Policy Response: Responds to inquiries regarding policies, procedures, benefits, and other company programs.
Claims Handling: Investigates accidents and handles employees' workers' compensation claims.
Regulatory Reporting: Ensures that OSHA and EEO-required data are up to date and reported.
Separation Processing: Prepares employee separation notices, related documentation (i.e., unemployment claims), and conducts exit interviews.
Termination Support: Assists managers and supervisors in issuing employee warnings and terminations and may conduct terminations.
Trend Analysis: Analyzes reports and trends and recommends improvements.
Record Management: Keeps all employee files in a confidential, professional, and organized manner.
Payroll Processing: Manages payroll tasks, including entering new hires, benefits, terminations, and verifying time and attendance weekly.
Communication Support: Assists with employee and company communication and announcements, including but not limited to new human resource policies and procedures.
Event Coordination: Oversees, plans, and coordinates employee and company events.
Program Oversight: Oversees and manages other HR-related committees and programs, such as the prayer team and the Samsill Shares program.
Process Improvement: Supports company and department process improvement initiatives.

11. Human Resources Generalist Roles

TMS Support: Supports assigned organizations through the provision of and/or advice relating to various TMS functions and processes.
Transaction Accuracy: Ensures all processes associated with payroll, new hire, transfer and termination transactions are accurate and up to date.
Program Communication: Responsible for Team Members’ communication, education and advice on all TMS programs and systems.
Process Improvement: Recommends system and process improvements for related TMS functions.
Policy Resolution: Builds consensus and resolves internal disputes on TMS policy and practice decisions.
Project Partnership: Partners with Global TMS teams on special projects and assignments.
Program Support: Provides local support for global programs and initiatives.
Legal Compliance: Ensures compliance and proper application of all federal, state, and local laws, including FMLA, I-9, SOX, and FLSA.
Policy Guidance: Ensures client understanding of and compliance with applicable company policies and practices.
Posting Oversight: Ensures all legal and employment postings are visible and current.
File Maintenance: Maintains and oversees Team Members’ files.
Unemployment Handling: Fulfills TMS responsibilities associated with all parts of the unemployment process, including responding to claims, appeals, and participating in hearings.

12. Human Resources Generalist Additional Details

Investigation Support: Provides HR support with a special emphasis on conducting investigations and providing resolutions of concerns related to employee complaints and misconduct.
Case Investigation: Investigates Team Member workplace situations including claims of harassment, discrimination and policy violations.
Manager Coaching: Provides advice to managers and supervisors regarding employee relations and performance issues.
Review Approval: Reviews and approves performance reviews, employee counseling, performance plans and other disciplinary actions.
Corrective Guidance: Ensures that corrective Team Member coaching and counseling are handled fairly and consistently by leaders.
Process Management: Manages annual HR process coordination for assigned client groups (performance evaluations, employee satisfaction survey, 360 feedback, etc.).
Team Engagement: Provides support to client groups by interacting and communicating with Team Members in the park, visiting break rooms and offices to promote positive relations and proactively address potential issues.
Policy Consultation: Provides advice and consultation for front-line hourly Team Members regarding benefits, payroll questions, policy interpretations and EAP issues.
Career Development: Provides direction for internal transfer and career paths including onboarding plans, intern programs, seasonal supervisor opportunities and related follow-up paperwork.
Payroll Resolution: Partners with the Timekeeper team on payroll problems and resolutions.
System Accuracy: Works closely with HRIS on resolving SAP issues and ensuring the accuracy of Team Member data.
Survey Support: Supports the TSAT team's efforts by assisting client group management with communication and action planning.
Morale Improvement: Collaborates with management on initiatives to improve Team Member morale and reinforce core values.
Labor Compliance: Partners with Labor Relations to ensure compliance with collective bargaining agreements and to assist in resolving grievances.

13. Human Resources Generalist Essential Functions

Onboarding Facilitation: Facilitates the new employee experience tasks through the onboarding platform.
Hiring Communication: Sends new hire communications and initiates background checks.
Equipment Coordination: Orders hardware/software equipment, coordinates equipment delivery with Operations, and conducts check-ins.
Exit Processing: Arranges exit interviews, processes exit paperwork and transactions for departing employees.
Asset Return: Coordinates the return of assets with the Operations team and closes all appropriate exit items.
Data Management: Responsible for collecting, entering and auditing employee data in People Systems (HRIS, performance, learning and development, Internal Communication platform).
Payroll Assistance: Assists with payroll transactions and calculates overtime for non-exempt employees.
Event Correspondence: Prepares correspondence for employees due to work/life events (i.e., offers, salary increases, relocations, transfers, exits, unemployment, etc.).
Compliance Auditing: Audits the employee population for local, state, and federal compliance standards.
Program Support: Assists with internship program, open enrollment, mentorship program, etc.
Training Logistics: Partners with learning and development on the logistics of training and initiatives.
Culture Promotion: Partners with HR Manager and the Operations Team on continuing to drive agency culture through training and development initiatives, social events, team meetings, etc.
Leave Support: Assists with Leave of Absence (LOA) requests, resolves everyday transactional questions (like benefits and policies), and directs employees to the right tools and resources.

14. Human Resources Generalist Role Purpose

Policy Guidance: Provides human resources advice, consultation and guidance to leadership and employees to include coaching and counseling on policy interpretation issues and resolution.
Orientation Leadership: Leads new hire orientation to ensure the onboarding process is complete and in compliance with Company guidelines.
Legal Compliance: Provides support for activities related to federal and state laws and regulations governing human resources practices including the Fair Labor Standards Act, Work Authorization and Employment Eligibility Verification, Family Medical Leave Act, and Americans with Disabilities Act.
Development Facilitation: Facilitates organizational development initiatives including performance management and talent assessment and development.
Manager Coaching: Coaches and trains managers and supervisors on their communication and feedback skills, ensuring a fair and consistent environment for all employees.
Investigation Conducting: Conducts initial employee relations investigations and shares findings with HR leadership.
Performance Monitoring: Monitors the implementation of a performance improvement process with non-performing employees and reviews.
Action Approval: Guides and approves management recommendations for corrective action, including termination of employment.
Data Analysis: Analyzes, interprets, and reports on data such as turnover and engagement.
Record Maintenance: Ensures proper maintenance of confidential employee information.
Labor Monitoring: Monitors and facilitates temporary labor utilization.
Position Collaboration: Collaborates with departmental managers to understand skills and competencies for open and projected positions.
Selection Counseling: Counsels managers on candidate selection.
Exit Interviewing: Conducts and analyzes exit interviews.
Trend Reporting: Analyzes trends and prepares recommendations.

15. Human Resources Generalist General Responsibilities

Talent Acquisition: Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions
Hiring Collaboration: Collaborates with hiring managers and search committees to determine the skills and competencies for position openings
Background Verification: Conducts or acquires background checks and employee eligibility verifications
Employee Onboarding: Implements new hire orientation, onboarding, offboarding, and performs exit interviews
Program Administration: Performs routine tasks to administer and execute human resources programs including compensation, benefits, leaves, disciplinary matters, disputes, investigations, performance management, and staff training
Employee Inquiries: Handles employment-related inquiries from applicants, employees, and supervisors, referring complex or sensitive matters to the appropriate staff
Disciplinary Meetings: Attends and participates in employee disciplinary meetings, terminations, and investigations
Contract Processing: Processes Core Faculty, Adjunct, and Student Worker Contracts
Claims Coordination: Coordinates the unemployment benefit claims process
Training Management: Manages the Everfi training system for mandatory sexual harassment and FERPA training to ensure compliance
Event Planning: Organizes and executes events designed to enhance employee morale while building a strong sense of community
Report Generation: Generates HR reports as requested by campus management, federal and local government entities
Metrics Analysis: Creates and reviews metrics to measure the effectiveness of recruiting processes, reasons for exits, and costs related concerns
Policy Communication: Develops, implements, interprets, and communicates HR policies to supervisors, managers, and employees
Regulatory Compliance: Maintains compliance with federal, state, and local employment laws and regulations
Compliance Review: Recommends best practices, reviews policies and practices to maintain compliance
HR Trends: Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
Accommodation Coordination: Coordinates employee accommodation requests
Accessibility Support: Coordinates employee requests for ADA-related accommodations with the CIIS director of accessibility

16. Human Resources Generalist Key Accountabilities

Employee Liaison: Serve as liaison between employee associates and management
Performance Evaluation: Develop evaluations (TPMS) within performance improvement processes
Performance Support: Assisting leaders/managers with performance management initiatives, retention strategies and employee development
Talent Collaboration: Collaborate with talent management teams in recruitment, new hire processing, posting announcements, job descriptions, diversity recruitment strategies, interviewing candidates and other related tasks
Project Management: Manage special projects in workforce management, strategic planning, quarterly/monthly people data reports and other ad-hoc work in progress
Compliance Auditing: Perform planned/impromptu investigations and audits to ensure and/or maintain EEO/AA/OFCC or Federal/State employment law compliance in practice as it relates to hiring, training, transfers, or promotions of people assets
Leadership Coordination: Coordinate NCE Leadership Development to complete Gate Assessment expectations
Full-Cycle Recruiting: Manage full life-cycle recruiting of the Tetra expansion project
High-Volume Hiring: High volume hiring includes roles ranging from production personnel to technical engineers
Relationship Building: Build trust-based, collaborative relationships with managers, manufacturing leaders and associates
Workplace Monitoring: Monitor workplace climate to identify issues/trends and implement corrective actions
Data Analysis: Analyze data to execute on initiatives to increase productivity, employee performance, engagement and retention
Relations Partnering: Partner with BHR Manager and leaders in creating a positive employee relations environment through effective HR compliance, communications, policies, procedures and practices
Strategy Planning: Partner and assist the BHR Manager on HR strategy planning activities
Inclusion Partnering: Partner with BHR Manager on diversity and inclusion efforts with an emphasis on positive work environment, attracting, developing and retaining diverse talent
HR Projecting: Manage assigned HR and business-related projects

17. Human Resources Generalist Roles and Details

Recruitment Support: Support the Talent Leader in the execution of recruitment initiatives to effectively staff the Distribution Center operations
Hiring Forecasting: Tracking forecasted recruitment requirements
Interview Coordination: Coordinating interview logistics (e.g., timing, location, interviewers, communications)
Process Management: Ensuring a smooth recruitment process
Records Oversight: Oversee records management within the HR system for all staff in the facility, including compiling and analyzing data for key performance indicators and providing insights to the Talent Leader
Engagement Promotion: Drive employee engagement across all departments of the DC
Employee Support: Processing employee queries and providing employee relations support promptly and in a way that reflects the culture
Culture Development: Developing and executing initiatives to promote a culture that reflects Chick-fil-A Supply’s values of care, safety and excellence
Leader Advising: Advise and support team leaders on various topics, including employment law and government regulations, performance management, team morale, and various policies (e.g., FMLA, ADA, workers' compensation, etc.)
Payroll Administration: Oversee the payroll administration process for the DC and provide issue resolution to Staff and Leaders
Compensation Monitoring: Maintain awareness of market-driven compensation trends in the industry
Legal Compliance: Partner with Legal and the Talent Leader to ensure legal compliance with all applicable federal and state requirements
Training Facilitation: Coordinate and facilitate training sessions and seminars, facilitating training

18. Human Resources Generalist Responsibilities and Key Tasks

Recruiting Coordination: Perform employee recruiting and hiring activities for all site positions, coordinate and administer job postings, bidding processes, movement and outside hiring of employees for all shifts
Disciplinary Support: Support Managers and Supervisors in the administration of the corrective action programs to control absenteeism and other disciplinary issues
Wage Analysis: Perform and/or participate in annual wage survey and give recommendations based on the results to the Human Resource Manager
Compliance Review: Provide and input data for the Site Affirmative Action Plan and conduct quarterly reviews for compliance (Adverse Impact Analysis)
Culture Insight: Provide input and information to assist plant management in understanding current issues and cultural considerations facing the employee population
Clerical Administration: Ensure all administrative and/or clerical functions are completed, including ensuring that all necessary employee and departmental paperwork is appropriately completed
Contract Knowledge: Obtain and maintain a working knowledge of all applicable labor contracts (if a union facility)
Regulation Awareness: Maintain above-average knowledge of general state and federal employment compliance requirements
Communication Management: Manage HR communications for the facility
Complaint Investigation: Assist with the investigation of all complaints and conduct all necessary follow-up
Benefits Understanding: Understand and utilize the Company's benefits and compensation policies and procedures
Enrollment Support: Perform annual open enrollment functions
HR Assistance: Assist and support all HR activities/duties as assigned by the HR Manager

19. Human Resources Generalist Duties and Roles

Employee Happiness: Responsible for the team's overall happiness and monitoring and analyzing the company's NPS levels to act accordingly.
Payroll Management: Ensure payroll runs smoothly every month, address employees' concerns and complaints in regards to payroll matters.
Data Accuracy: Work with local accountants to make sure the data transmitted is accurate.
Onboarding Setup: Set up workstations for new hires in the Belgrade office as well as deliver welcome packages.
Legal Compliance: Ensure legal compliance with legal and social HR regulations.
Policy Development: Stay up to date on employment legislation and provide local insight to develop internal policies, procedures, and guidelines as the company grows.
Feedback Handling: Make sure to take feedback and complaints into consideration and act accordingly.
Program Execution: Perform routine tasks to administer and execute human resource programs, including compensation, benefits, and leave, disciplinary matters, disputes and investigations, productivity, recognition, and morale, occupational health and safety, etc.
Report Preparation: Prepare presentations and reports, including daily expenses.
Report Generation: Prepare weekly, monthly or quarterly reports.
Office Management: Act as an office manager by keeping up with office supply inventory, ordering equipment and furniture, ensuring that health and safety policies are up to date, greeting visitors, etc.
Workplace Environment: Make the office a friendly and happy environment, and make sure everything is clean and welcoming.
Trend Monitoring: Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

20. Senior Human Resources Generalist Roles and Responsibilities

Strategy Support: Work with business leader/s to support business strategies, Operating Plan (AOP) and Management Resource Review (MRR)
Agenda Alignment: Translate business goals to the HR agenda and work with stakeholders to achieve them
Structure Alignment: Facilitate alignment of organizational structure, processes, systems, people and culture with key business priorities
Communication Partner: Act as a trusted communication partner for two-way information flow between leaders and their team
Manager Coaching: Coach in a way that enables continuous capability improvement in the client group and develops managers’ confidence in handling HR related issues
Integration Support: Provide transition and integration support including assessment and development of organizational plans and forecasts
Succession Planning: Ensure robust succession planning through Management Resource Review (MRR)
Talent Planning: Drive talent retention strategies, workforce planning and hiring
Performance Development: Drive continuous improvement of the effectiveness of Honeywell Performance and Development (HPD)
Performance Guidance: Assist management in making difficult performance-related decisions
Change Leadership: Lead the change management actions to support the Company Vision
Action Facilitation: Support in defining the action plan and act as a facilitator
Exit Management: Lead Mutual Agreement negotiations, exit process, information/consultation process during the social plan

21. Senior Human Resources Generalist Duties

Project Management: Ensure that the assigned projects are correctly managed using HR Operating System (HROS) principles, integrated tool set and project management methodologies
Status Reporting: Accurately report the status (resources, technical issues, customer satisfaction) of assigned projects on all key metrics
Risk Mitigation: Execute detailed plans to ensure that risks are mitigated and opportunities are realized
Risk Reporting: Timely reporting on potential risks in project delivery and corrective actions
Employee Relations: Establish effective employee relationships at all levels based on trust, experience and credibility by providing HR consultation, advice and counsel
Issue Management: Manage all disciplinary and compliance issues (work permits, investigations for staff representatives, contract terminations, etc.)
Representation Leadership: Lead the social representation agenda in partnership with the regional and country teams
Meeting Coordination: Employee Relations Leader (mandatory meetings, negotiations, elections, etc.)
Process Support: Support electoral processes with logistics, partnership with the legal team and external vendors
Initiative Implementation: Analyze and provide direction regarding the implementation of key company initiatives through information sharing, consultation, and codetermination activities
Documentation Preparation: Prepare information/consultation documentation to support discussion with social partners
Change Facilitation: Connect with key partners before, during, and after social partner negotiations to ensure smooth implementation of changes
Leader Support: Support local leaders with social partners’ queries/demands

22. Human Resources Generalist Details

Leadership Partnership: Develops an effective partnership with retail leadership teams through consultation on human resources strategic and operational issues as they relate to the strategic business plan
Issue Resolution: Collaborates with management and employees to identify and resolve issues, achieving a balance between the business’s needs and employees' needs
Performance Coaching: Improves manager and employee performance by identifying and clarifying problems, evaluating potential solutions, implementing selected solutions, coaching and counselling managers and employees
Relations Investigation: Investigates, analyzes, and makes appropriate recommendations regarding complex employee relations issues filed internally, exercising influence appropriately
Employment Guidance: Provides coaching, counsel, and direction to Associates, Store Managers, District Managers, and Regional Managers to ensure fair employment practices and compliance with employment legislation
Fair Treatment: Ensures fair treatment for all associates at all levels
Case Monitoring: Actively monitors case load volumes to ensure effective response and resolution
Project Assistance: Assists in managing projects that help to proactively improve the positive workplace in all stores
Policy Compliance: Ensures that in compliance with the Company’s policies as well as Federal and State laws
Conflict Resolution: Uses critical thinking to effectively solve human resource issues and provide conflict resolution
Talent Leveraging: Assists management in leveraging talent among work groups
Goal Evaluation: Assists in the evaluation of reports, decisions, and results of the department regarding established goals
Onboarding Support: Partners with the Human Resources Business Partner and hiring managers to ensure appropriate organizational acculturation and acclamation through orientation and onboarding services
Interview Support: Assist with interviewing the store management
Knowledge Development: Update job knowledge by participating in educational opportunities
Professional Engagement: Reading professional publications, maintaining personal networks and participating in professional organizations
Process Improvement: Recommends new approaches, policies, and procedures to effect continual improvements in the efficiency of the department and services performed
Practice Review: Partners with the HR Business Partner in reviewing operating practices and procedures, determining whether improvements can be made and working to implement changes
Project Execution: Plan, facilitate, and/or execute on assigned projects

23. Human Resources Generalist Responsibilities

HR Contact: Acting as a point of contact for human resources questions in the office
Policy Knowledge: Understanding a majority of the human resources policies of the firm and being able to answer most questions independently
Issue Escalation: Using appropriate judgment to route complex questions and issues to appropriate resources and following up to ensure the issue is resolved promptly
Timekeeping Management: Managing timekeeping activities for the office
Approval Followup: Following up with managers and supervisors to ensure all timecards are approved
Kronos Support: Answering routine questions about timekeeping and Kronos, and ensuring FLSA standards are met
PTO Guidance: Acting as a point of contact in the office for questions regarding Paid Time Off (PTO), PTO accrual policies, how they are applied in Kronos, and the annual PTO sellback process
Orientation Leadership: Leading new hire orientation, developing programs within the office to facilitate new employee integration during the first year of employment, to meet the firm’s objectives for new hire retention
Benefits Contact: Acts as a point of contact in the office for questions regarding firm benefits
Benefits Eligibility: Understands benefits eligibility rules for all health, welfare, and retirement benefits

24. Human Resources Generalist Job Summary

Union Liaison: Serves as a critical point of contact for the hourly union workforce at the Highland, IL and Troy, IL, facilities
Talent Acquisition: Lead hourly talent acquisition and management activities
Orientation Delivery: Provides new hire orientation for hourly positions
Record Management: Manage and update the attendance tracking database, communication bulletin board, seniority spreadsheet, HR shared drive, and discipline tracking process for the plants
Policy Administration: Implement and administer policies and procedures consistent with Corporate and Plant guidelines to ensure consistent and fair administration
Negotiation Support: Assist in the preparation of Contract negotiations with the Local Union
Grievance Handling: Administers the grievance and disciplinary process
Contract Interpretation: Interprets contract language and advises on day-to-day matters related to wages, benefits and working conditions to maintain a consistent, fair and equitable treatment of employees and competitive stature in the marketplace
Labor Coordination: Coordinate or assist in documentation gathering and represent the company's position in Labor Relations proceedings associated with contract administration and employment practices
Employee Engagement: Strengthens employee retention and engagement through establishing the standard onboarding and orientation processes with integrated efforts from various functions
Survey Support: Assists with the bi-annual employee survey cycle to ensure smooth implementation
Action Planning: Supports Corporate functions during the action planning phase, post survey, through effective feedback sessions
Confidentiality Compliance: Maintain all confidential documents, records, and employee files
Safety Promotion: Promotes and maintains a safe work environment by implementing a culture of accident prevention, investigation, equipment maintenance and application of rules
Risk Administration: Identify, control and administer risk and danger in own area
Ethics Promotion: Promotes the company’s mission and vision by actively supporting Eaton’s ethics and values as well as quality policies
Employee Motivation: Motivate and coach employees to maintain high levels of satisfaction, productivity, and quality through effectively utilizing available rewards and recognition channels to encourage and promote desired behaviors and results
Executive Support: Manages supporting executives' correspondence, including e-mails, phone calls, letters and visitors
Inquiry Handling: Answer routine and some complex inquiries and obtain and furnish information on behalf of supporting executives
Communication Prioritization: Prioritizes supporting executives' incoming communications to ensure they are aware of key issues

25. Human Resources Generalist Accountabilities

Behavior Coaching: Provide coaching, consulting, and facilitation skills to influence behavior and business decisions consistent with Eaton Values
Orientation Facilitation: Facilitate New Employee Orientation and New Contingent Worker Orientation and modify content to ensure an effective onboarding experience for new team members and contractors (onsite and remote)
Talent Support: Support site Talent Acquisition initiatives, including but not limited to, coordination of on-site interviews, requisition management, and candidate background processes
Safety Culture: Foster a culture where ownership of health and safety is embraced by all employees
MESH Compliance: Utilize MESH to ensure compliance with state/federal safety requirements and drive a zero-incident safety culture
Training Development: Assist in planning, developing and administering Training and Development programs using performance management tools, the employee survey and certification/standard
Employee Communication: Establish effective communication to keep employees informed of policies, procedures, and events
Engagement Leadership: Lead the Employee Engagement Team
Campaign Engagement: Engage, guide and direct all employee involvement in engagement including the annual United Way campaign
Community Outreach: Serve as the community liaison and coordinate outreach events in support of talent development partnerships with local schools, military installations, and other organizations
Engagement Planning: Drive employee engagement throughout the plant to include the development and execution of an annual plan for employee activities
Payroll Administration: Maintain and administer the site’s promotional procedures, payroll, and time and attendance processes
Conflict Resolution: Provides counsel and support to resolve interpersonal conflicts and employee relations issues
Survey Improvement: Champion employee survey improvement activities through analysis of survey data and identification of key improvement opportunities, providing direct support to survey improvement teams
Talent Development: Lead talent acquisition and development activities to build organizational capability, supporting a high-performance culture in the plant

26. Human Resources Generalist Functions

Full-Cycle Recruiting: Conducts full-cycle recruiting, including composing position descriptions, posting vacancies, reviewing resumes, sourcing candidates, conducting phone screens, extending offers of employment and all applicable tracking in ATS
Process Onboarding: Supports onboarding and offboarding processes, including welcoming new hires and conducting exit interviews
Leave Administration: Administer all leave of absences, including FML, STD, Workers’ Compensation and other company leaves while maintaining compliance with applicable state, local and federal laws
Benefit Coaching: Advises, interprets, and provides direction and coaching to employees and managers on benefit and leave of absence administrative procedures
Task Compliance: Performs day-to-day Human Resources administrative tasks, ensuring compliance and accuracy
Policy Coaching: Advises, interprets, and provides direction and coaching to employees and managers on policies and procedures while maintaining compliance with applicable state, local and federal laws
Relations Assistance: Assists Senior Human Resources Generalist with employee relations issues, including document preparation
Inbox Management: Manages Human Resources voicemail and email daily
Inquiry Response: Assigns to the appropriate team member and responds to general employee questions
Report Analysis: Provides Human Resources analytic reporting monthly and ad-hoc
SOP Development: Develops standard operating procedures for the Human Resources Team
Process Documentation: Documents Human Resources processes and creates work aids and training documents
Job Accuracy: Ensures job descriptions are accurate and complete when roles and/or structural changes occur and ensures each position has a current job description organization-wide
Performance Support: Assists with the performance management review process including communications, training, and tracking
Handbook Revision: Supports the revision of the Employee Handbook annually
Recognition Support: Assists with employee recognition programs
HRIS Management: Ensures records of personnel transactions, such as hires, promotions, terminations, leaves, are accurately entered and managed in HRIS
Priority Support: Supports the Human Resources team in meeting department priority initiatives and goals
Team Collaboration: Maintains respectful and productive working relationships within and across all work groups, ensuring effective collaboration and cooperation
Culture Building: Creates a work environment that is consistent with the company’s Purpose, Vision and Core Values

27. Human Resources Generalist Job Description

Policy Enforcement: Ensures uniform and equitable application of organizational policies and procedures including investigation and resolution of employee issues
Engagement Planning: Participate in engagement diagnosis and action plans, including the coordination of training and development activities
Data Integrity: Ensure the integrity of HR data and documentation, and communication to payroll and benefits administration
Talent Selection: Actively participate in the selection process for all job openings including onboarding of new employees
Interview Coordination: Organizes and participates in interviews, recruiting and debrief discussions, as well as coordinates all pre-employment related screening and testing processes
Labor Support: Provide Labor Relations support for the leadership staff
Meeting Scheduling: Schedule and participate in communication meetings
Issue Discussion: Participate in discussions of any outstanding issues, unconfirmed information, and employee concerns or needs
Action Planning: Assist in the development of action plans to resolve issues
Investigation Support: Partners with the HR Manager to conduct employee investigations and retains all documentation associated
Attendance Management: Partner with HR Analyst and HR Manager to manage attendance policy, tracking, and disciplinary process
HR Execution: Provide support on day-to-day HR management processes, facilitating the execution of people and business strategies through people and organizational development
Solution Development: Develop creative solutions based on the evaluation of needs and clear deliverables and timelines
Development Coaching: Partner with leaders and employees to support people development strategies/plans, coach employees, coordinate or provide training, etc
Change Facilitation: Serve as a facilitator for organizational changes to improve employees' understanding and acceptance of change
Diversity Promotion: Promote an environment of diversity and inclusion, participating in the communication and training of the D&I learning journey
Project Leadership: Leads and manages HR projects

28. Human Resources Generalist Overview

HR Expertise: Provides expertise in all functional areas of Human Resources with emphasis on employee and labour relations
Business Partnership: Acts as a business partner to supervisors and managers on human resource and employee relations matters, supporting and coaching to ensure compliance and consistency
Program Enhancement: Leverages HR knowledge and experience to identify best practices, deliver innovative enhancements to current programs, and seek efficiencies and improvements that add value and align with Sysco's strategies
Inquiry Response: Responds to associate inquiries as per internal customer service guidelines
Issue Guidance: According to circumstances, provide guidance and recommendations for problem resolution, redirecting or escalating
Recruitment Management: Manages recruitment and selection process, ensuring Sysco Canada’s process, policies and all applicable legislation are followed consistently
Staffing Coordination: Works with key stakeholders, using internal and external resources (when applicable) to fulfill workforce staffing plans, ensuring completion of documentation, e.g., hiring authorizations, application forms, offer letters, etc.
Orientation Delivery: Conducts (or co-facilitates) new hire orientation to ensure successful onboarding of all new hires
Onboarding Followup: Follows up to ensure a successful onboarding of every new hire
Performance Coaching: Provides coaching to management regarding reinforcing goals and/or any issues related to employee performance, productivity or behavior based on established policy, practice and/or contract
Discipline Support: Reviews documentation and prepares letters of discipline, supporting the process to ensure positive outcomes
Disability Coordination: Supports short-term and long-term disability processes as applicable, liaising with the benefits carrier
Performance Tracking: Supports annual performance management process (goal setting, coaching, etc.) and assists with tracking and reporting
User Support: Ensures information is accurate and provides training and technical support to end users
Data Accuracy: Responsible for the integrity and accuracy of HRIS data
Engagement Activation: Activate the power of people by executing and participating in employee engagement activities
Safety Awareness: Understands that they play an integral role in their safety and that of their colleagues and is willing to speak out when hazards are present

29. Human Resources Generalist Details and Accountabilities

HR Support: Support and report to the HR Manager on all HR areas
Policy Communication: Communicate and support Firm policies and procedures
Campus Recruitment: Develop relationships with local colleges and universities for on-campus recruitment efforts
Candidate Interviewing: Conduct HR interviews with candidates for local roles
Relations Liaison: Liaise between the employee and the Firm when dealing with employee relations issues
Record Maintenance: Maintain human resource information and employee files, and documentation
Training Alignment: Coordinate and partner with the Learning Education and Development team to align staff with training opportunities that will support career development and progression
Payroll Communication: Communicate with Payroll on any updates/changes for the assigned group/location
Staffing Collaboration: Collaborate with Administration on scheduling and staffing client engagements with an emphasis on managing productivity/staff utilization and employee development and progression
Meeting Participation: Participate in department and staff meetings
Engagement Improvement: Recommend new approaches to continually support retention and employee engagement, and to improve the efficiency of the department/location and services offered

30. Human Resources Generalist Tasks

Team Representation: Represent the team at interdepartmental meetings with other managers
Staff Leadership: Lead human resource staff by recruiting, selecting, orienting, and training employees
Performance Monitoring: Monitor reports provided by the HR team, team leaders and operations managers to determine employee performance and training needs
Department Growth: Grow the organization's human resources department by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices
Policy Communication: Inform employees such that they follow all policies and procedures
HR Management: Manage all HR activities, communications, reports, requests and documents created and received by the team
Record Organization: Organize historical human resource records by designing a filing and retrieval system and keeping past and current records
Compensation Research: Research compensation standards set by industry and governing bodies to create salary structures and administer employee benefits
Recruitment Planning: Generate recruitment plans, interview schedules and evaluation standards by HR methodologies and labor laws
Exit Administration: Administer exit interviews and procedures
Regulation Compliance: Research and implement applicable human resource federal and state requirements, conduct investigations, maintain records, and represent the organization at hearings
Policy Development: Institute management guidelines by preparing, updating, and recommending human resource policies and procedures

31. Human Resources Generalist Roles

Relations Support: Assist employee relations and build employee communication as well as the day-to-day efficient operation of the HR functions
Payroll Preparation: Following compensation and benefits administration, recordkeeping, providing all payroll-related data of employees to the payroll system and making it ready for transactions done by finance
Wellness Reporting: Following employee safety, welfare, wellness, and health reporting and employee services
File Maintenance: Keeping personnel files up to date in line with the local laws and Guidelines
Report Provision: Providing ad hoc day and reports for the management, especially to the HR Director
Legal Compliance: Being in touch with related governmental institutions and ensuring compliance with all relevant employment practices, policies and legislation
Recruitment Coordination: Coordinating recruiting activities with Talent Sourcing Center and National HR based in the headquarters
Roadmap Support: Supporting the HR roadmap to support the delivery of key performance indicators
Performance Coaching: Coaching and advising managers on effective management of performance in liaison with specialists
Salary Review: Supporting the annual salary review process
Learning Support: Learning and development programs and performance management processes under the guidance of relevant specialists

32. Human Resources Generalist Additional Details

Recruitment Leadership: Lead and manage the recruitment processes
Agency Liaison: Liaising with recruitment agencies
Hiring Coordination: Coordinating with hiring managers on their requirements and ensuring HR processes are adhered to
Document Preparation: Preparation of all documents relating to the hiring and pre-onboarding process
Onboarding Execution: Scheduling, preparation and conducting of the Onboarding and Induction process of new employees and expatriates
Confirmation Processing: Preparation of documents relating to the confirmation process of new employees
Mobility Support: Support in the deployment and mobility of OGEST expatriates including applications for Employment Work Pass and Family Dependent Pass applications, entry/exit permits, renewals and terminations of expatriates
Payroll Management: Payroll management for OGEST, including monthly processing, government claims and managing annual tax matters
Insurance Administration: Administer and manage employee medical insurance plans and claims, and company corporate insurance plans
Audit Assistance: Assist with periodic audit matters regarding HR
Training Support: Assist with employee Training and Development activities including submission of the necessary documentation for government training subsidies and following up on reimbursements
Backoffice Support: Provide support on all additional back office-related ad-hoc requests

33. Human Resources Generalist Essential Functions

Payroll Support: Assist in the administration of payroll and all payroll support activities
Leave Tracking: Manage and track attendance and leaves of absence to include FMLA administration
Record Management: Records Management, Attendance, Training Documentation, and data entry
Hiring Support: Support hiring activities through applicant phone screening, testing, interviewing, reference checks and job offers
Onboarding Promotion: Support New Hire Orientation and new hire onboarding to promote employee retention
Schedule Administration: Administer hourly work scheduling and tracking
Relations Promotion: Promote positive employee relations
Complaint Resolution: Resolve employee complaints and support company activities and employee recognition events
Training Support: Support employee training and development, and performance management
Policy Coaching: Provide coaching and counsel to employees, supervisors, and managers on company policy, conflict resolution, and appropriate disciplinary measures
Claims Management: Manage unemployment claims and attend UI hearings
System Accuracy: Maintain data and ensure accuracy of information in the Human Resource information System (Infinium/Kronos)
Data Analysis: Analyze Data, prepare reports and make recommendations to management
Knowledge Development: Increase job knowledge and professional development through ongoing education, training, and special projects

34. Human Resources Generalist Role Purpose

Compensation Planning: Review and develop salary and allowance packages with project, proposal and home office teams for expat and US-based candidates
Rate Support: Providing support to proposal recruitment teams on rate setting for local candidates all over the globe
Market Analysis: Participate in salary surveys, review market data trends and make recommendations on rate adjustments
Process Improvement: Identify ways to refine and continuously improve repeatable methods, processes, and tools for compensation analysis and administration and coach others in their use
Equity Evaluation: Analyze jobs and salaries to evaluate internal equity and external competitiveness
Culture Building: Inspire and generate strong team member morale and welfare as well as guide the establishment of company culture according to Core Values
Guideline Creation: Assist in the creation and implementation of organizational guidelines concerning roles, responsibilities, and hierarchy
Advisor Role: Serve as a trusted team member advisor for all members of the company, seeking solutions to team member issues
Recruitment Pipeline: Manage headhunters and drive the candidate hiring pipeline via LinkedIn, Lever, and other digital recruiting platforms
Contract Support: Assist Legal Counsel in drafting and reviewing team member contracts
Onboarding Process: Conduct team member onboarding/offboarding procedures as well as exit interviews
Record Maintenance: Update and maintain personnel records
Administrative Management: Manage personal administrative matters such as insurance, employment passes and visas
HR Research: Research and stay abreast of new HR trends and relevant changes in government rules, regulations, and policies

35. Human Resources Generalist General Responsibilities

Lifecycle Support: Services the full employee life cycle from recruiting, onboarding, to training and development, changes, leaves, and coordinating employee exits
Experience Enhancement: Aids in creating a positive Employee Experience
Query Handling: Acts as the first point of contact for all day-to-day queries and ad hoc requests via telephone, email, and face-to-face, both internally and externally
Manager Support: Supports Line Managers in all matters relating to HR, including guidance regarding terms and conditions of employment, absences, performance matters, internal transfers, diversity and positive employee experience initiatives, etc.
Data Integrity: Maintains data integrity in the HRIS system, updating HR records and employee files to ensure accurate records and always keeps and adheres to monthly reporting deadlines
People Guidance: Provides advice, guidance, training, and aids in the people development processes
Program Development: Develops training and development programs for supervisors and employees
Benefits Assistance: Assists with Benefits Open Enrollment and year-end processing activities
Review Participation: Participates in the Performance Review process, Annual Salary Review, and Bonus processing for employees
Recruitment Assistance: Assists with recruiting, including sourcing, interviewing, job offers, and applicant tracking in the job database
Audit Compliance: Assists with compliance reporting and periodic audits
Regulation Compliance: Ensures that all sites comply with Employment/DOL postings, rules, and regulations
Change Delivery: Supports the HR Manager and wider leadership team in the delivery of HR elements of organizational and cultural change activities
Team Collaboration: Partners with other site HR Generalists, promoting a team atmosphere and positive learning environment with the wider HR Team
Project Participation: Participates in continuous improvement administration projects and other work projects as determined by the HR Manager

36. Human Resources Generalist Key Accountabilities

Change Processing: Processes and reviews all employee changes (status changes, supervisor changes, terminations, self-service changes, etc.)
Access Coordination: Forwards newly hired employees’ network account access alerts to supervisors
Issue Investigation: Investigate and resolve employee relations issues
Program Administration: Coordinates and administers the E-Verify program
Exit Preparation: Prepares all end-of-employment documents for exiting employees
Layoff Management: Creates and processes all layoff documents and coordinates with Corporate Payroll
Training Audit: Audit Ethics Training results and provide employee follow-up to ensure timely completion and compliance
Benefits Support: Addresses employee inquiries regarding benefits, 401(k) Retirement Plan, Employee Stock Purchase Plan, personnel policies and other HR related issues
Data Provision: Provides employee data and special requests to staff and Corporate
Report Generation: Provide Oracle/Tetra Linx reports (i.e., anniversaries, demographics, date reviews, milestones, etc.)
Compliance Monitoring: Keeps abreast of all federal and state compliance issues and maintains required postings

37. Human Resources Generalist Roles and Details

Talent Support: Support OPT in areas such as talent and performance management, talent acquisition, and compensation administration
Policy Guidance: Provide information, guidance and direction on HR policies, programs, and processes to employees
Engagement Promotion: Promote employee engagement through regular, personal contact with employees, resulting in a positive employee relations atmosphere
Employee Contact: Act as the primary point of contact for onsite employees
KPI Tracking: Develop, track and visualize various KPIs relating to people movement, headcount, recruiting and other areas of business interest
Workday Updates: Complete employee and position changes in Workday such as promotions/upgrades, cost center changes, reporting changes and other data changes
Record Maintenance: Assist in establishing and maintaining accurate and updated electronic employee records and files
Job Documentation: Prepare and revise job descriptions to reflect job responsibilities, activities, duties, and requirements
Offer Development: Develop job offers for potential job candidates
I-9 Compliance: Complete Form(s) I-9, including the verification of I-9 documentation and maintenance of I-9 files
Immigration Support: Support Immigration related requests such as researching job descriptions, degree statuses of team members, etc.
Policy Administration: Administer the company's Human Resources policies
Process Compliance: Work to ensure compliance with policies as well as adherence to processes and procedures
Onboarding Facilitation: Plan, schedule and facilitate new employee orientation and onboarding, as well as other location-specific programs
Project Participation: Participate in both HR (Human Resources) and company short and long-term projects
Customer Service: Provide excellent customer service to employees, job applicants and visitors
Function Cross-Training: Remain cross-trained with other functions within the Human Resources department to provide training and support on various HR topics
Presentation Preparation: Prepare PowerPoint presentations for Townhalls and other meetings
Confidential Handling: Effectively handle sensitive, confidential, and proprietary information
File Management: Establish and maintain confidential files and records, releasing documents and other information requiring the use of discretion as to the nature of extent of distribution
Retention Enforcement: Act as the point of contact and help enforce DTNA’s record retention policy
Document Processing: Prepare and process various documentation and reports, including non-disclosure agreements
Research Analysis: Perform research for special assignments and prepare PowerPoint or other audiovisual graphic presentations, data analysis, reports and recommendations

38. Human Resources Generalist Responsibilities and Key Tasks

Policy Guidance: Provide day-to-day guidance and counsel on the interpretation of domestic and global policies, procedures and programs
Case Investigation: Assist in conducting thorough investigations and reaching timely resolutions for each case, including disciplinary and corrective action
Lifecycle Management: Manage employee lifecycle events including onboarding, 30, 60 and 90-day check-ins, new hire orientation and offboarding processes
Exit Interviewing: Conduct exit interviews and consolidate feedback to gain valuable insights in all aspects of the work environment, including work culture, day-to-day concerns, processes, workplace ethics and employee morale
Team Partnership: Partner with the Centers of Excellence such as Benefits and Compensation, Talent Acquisition and Talent Management teams, to facilitate and execute key organizational initiatives
Culture Advocacy: Serve as a culture ambassador and provide support to develop initiatives that ensure MLB remains an employer of choice
Engagement Program: Assist in the creation and implementation of programs to drive employee engagement
Handbook Review: Annually review and update the domestic and global Employee Handbooks to ensure compliance
Policy Recommendation: Identify and recommend necessary policy changes across each Center of Excellence
Data Integrity: Responsible for ensuring data integrity for assigned HR Systems, including the review, processing and approval of personnel changes
Confidential Operations: Upholds operations of the department at the highest level of confidentiality and security
Tuition Management: Manage the Tuition Reimbursement process, beginning with the employee through payroll
Contractor Processing: Manage the Independent Contractor Agreement process
Inquiry Response: Monitor and reply to daily employee inquiries from the HR inboxes
Training Compliance: Manage the compliance training platform

39. Human Resources Generalist Duties and Roles

Policy Enforcement: Understands, follows and enforces all established safety, health, quality, GMP and Company policies, procedures and recognized practices
HR Liaison: Serve as a link between employees, operations and corporate HR by handling questions, interpreting and administering company policies and helping to resolve work-related problems
Record Maintenance: Prepare and maintain employment, pay and benefit records related to events such as hiring, termination, leaves or promotions
Labor Management: Manage temporary labor needs
Payroll Input: Collect and input information for payroll, benefit enrollment and HRIS activities
Issue Handling: Handle employee relations issues such as work complaints, harassment allegations or other employee concerns by company standards and regulatory requirements
Manager Advising: Advise and collaborate with supervisors and managers on matters relating to organizational policies, disciplinary procedures, and performance management
Report Completion: Completing reports, i.e., headcount, turnover and other ad hoc reports
Procedure Development: Develop and maintain procedures aimed at improving the quality and delivery of human resources programs/services
Payroll Oversight: Manage the HRIS platform and oversee payroll every week
Adjustment Processing: Make payroll adjustments, daily KPI entry and onboard new hires
Audit Execution: Complete audits on employee paperwork
Portal Management: Manage the Cigna medical, dental, and vision portal
Healthcare Reporting: Complete quarterly healthcare reporting and facilitate workers' comp claims
Insurance Reporting: Provide reporting for short-term disability and other insurance programs
Needs Coordination: Coordinate with managers to understand human capital needs
Job Posting: Create and execute job posts
Candidate Screening: Conduct phone screens and in-person interviews
Offer Onboarding: Complete job offers and onboarding

40. Human Resources Generalist Roles and Responsibilities

Business Partnership: Provide strategic business partnership to managers and key stakeholders, supported by HR policy guidance
Employee Support: Serve as a primary point of contact for employee questions and requests
Issue Resolution: Resolve issues quickly, accurately and in line with company culture
Relations Management: Partner with managers in resolving employee relations issues with an approach that is compliant with company policy, federal/state law, and that supports the culture
Grievance Investigation: Resolve grievances by conducting effective, thorough and objective investigations
Immigration Oversight: Own immigration processes including new and transfer visas, PERM processes (green cards) and vendor management
Lifecycle Management: Manage the day-to-day activities related to employee lifecycle transitions, benefits, and leaves
Regulatory Compliance: Ensure ongoing compliance with relevant regulations and requirements about minimizing risk and exposure to the company
Filing Management: Manage compliance filings (e.g., EEO-1)
Policy Maintenance: Maintain and update the employee handbook and existing company policies
Policy Development: Develop and implement additional policies
Cross Collaboration: Collaborate with team members and across functions to develop, document and implement new programs, processes, events, and initiatives

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