Human Resource Generalist

Position Vision

This position will report to the Chief Executive Officer. In partnership with the CEO & Accounting Team, the HR Generalist will support the Agency in HR department functions including recruitment, candidate screening, employment verification and testing, new hire onboarding, benefit enrollment & support, employee wellness initiatives, and support Agency policies and practices. 

HR ambassador to foster relationships and collaborate with Big Brothers Big Sisters leaders and staff to support strategy, coaching, development, engagement and retention. 

Position Responsibilities

· Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. 

· Recruits, provides initial screenings, coordinates interviews, facilitate paperwork and onboarding in the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.

· Conducts or acquires background checks and employee eligibility verifications.

· Provides insights into new hire orientation and employee recognition programs.

· Performs routine tasks required to complete human resource programs including but not limited to compensation, benefits, and leave; performance and talent management, recognition, training and development.

· Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

· Gains knowledge of compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

· Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

· Special projects as required and other duties as assigned.


Position Attributes: 

· Displays an open, curious, non-judgmental approach regarding differences of opinion.

· Remains respectful in communications and approach where disagreement exists.

· Shows interest and pursues appropriate learning activities that fulfill self-development/learning needs.

       o Identifies individual challenges and seeks opportunities to grow.

       o Applies new technical and business information/knowledge to practical use on the job.

       o Seeks feedback from others and uses other sources of information (e.g., professional organizations, publications) to identify appropriate areas for learning.

· Acquire knowledge of employment-related laws and regulations and maintain ongoing learning.

Position Abilities/Competencies:

· Active Communication – Effective performers recognize the essential value of continuous information exchange and the competitive advantage it brings.  They actively seek information from a variety of ways.  They use modern technologies to access and circulate information, even across great distances.  They take responsibility for ensuring that their people have the current and accurate information needed for success.

· Organizing and Planning – Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient.  They manage their time wisely and effectively prioritize multiple, competing tasks.  They plan, organize, and actively manage meetings for maximum productivity.

· Problem Solving & Decision Making – Effective performers are able to identify problems, solve them, act decisively, and show good judgment.  They isolate causes from symptoms, and compile information and alternatives to illuminate problems or issues.  They involve others as appropriate and gather information from a variety of sources.  They find a balance between studying the problem and solving it. They readily commit to action and make decisions that reflect sound judgment.

· Strategic Thinking – Effective performers act with the future in mind.  They plan for and make decisions within the framework of the enterprise’s strategic intent.  They know and understand the factors influencing strategy (e.g., core competence, customers, competition, and the organizations’ current strengths and limitations.)  They consider future impact when weighing decisions.

· Results Orientation – Effective performers maintain appropriate focus on outcomes and accomplishments.  They are motivated by achievement, and persist until the goal is reached.  They convey a sense of urgency to make things happen – they want results, and they want them now.  They respect the need to balance short- and long-term goals.

· Learning Agility – Effective performers continuously seek new knowledge.  They are curious and want to know ‘why’.  They learn quickly and use new information effectively.  They create and foster a culture of interest, curiosity and learning.

Education and Experience:

· Bachelor’s or Master’s degree in Human Resources, Business Administration, or related field required.

· At least one year of human resource management experience preferred.

To help achieve the mission of the agency, the HR Generalist may have to assume additional tasks and responsibilities as assigned by the CEO or their designee.