HUMAN RESOURCES GENERALIST at International Foundation of Employee Benefit Plans

Brookfield, Wisconsin, United States -

Full Time

Start Date

Immediate

Expiry Date

07 Sep, 26

Salary

0.0

Posted On

09 Jun, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employee Relations, Performance Management, HR Compliance, Workplace Safety, Conflict Resolution, Mediation, Policy Administration, OSHA Reporting, Workers Compensation, HRIS, Labor Relations, Case Management

Industry

Human Resources Services

Description

Description Summary: Providing an exceptional level of service to employees (current and former) as well as to external customers (e.g.: vendors, carriers, brokers, regulatory agencies, etc.), the Human Resources Generalist (EE Relations, HR Operations, and Compliance Focus) is the primary point of contact for all Employee Relations, including workplace safety program oversight for the organization. The incumbent assures legally compliant, efficient and effective practices within the HR/employment policies and HR operations of the organization. While the primary focus is EE Relations, HR Operations and Compliance, as a Generalist, the incumbent will be expected to assist, support and/or backfill (as needed) for all related Human Resources functions. Essential Duties and Responsibilities: This Position Description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice. HR Generalist Duties: Provide an exceptional level of service to all staff on any HR inquiries and requests, from general inquiries to issues requiring escalation or legal consultation. Ensure key HR programs and policies are administered accurately and effectively to enhance departmental efficiency, to improve employee engagement, and to increase the overall level of trust in the HR function. Accurately navigate and maintain HR systems, programs and information. Collaborate effectively within a small, cross-functional HR team, including navigating respectful and productive feedback to ensure excellence in our HR operations, and cross-train to provide backup support across HR functions as needed. See the section “Backup Responsibilities” for key required backup competencies. Employee Relations and Performance Management: Serve as the primary point of HR contact for all staff. Primary focus will be Salaried Staff (Exempt and Nonexempt); however, support for Hourly (Nonexempt) Staff (and the related Union/CBA) is also required. Manage employee relations matters, including (but not limited to): (i.) Policy or practice inquiries, interpretations, and guidance, (ii.) Complaints, concerns and/or grievances, (iii.) Workplace investigations, (iv.) Conflict resolution and/or mediation needs, (v.) Coaching, counseling and/or performance management interventions, (vi.) workplace safety incident or near miss reporting and case management, and (vii.) with VP oversight, development and administration of Performance Improvement Plans (PIPs), and corrective actions up-to and including Final Warnings, Last Chance Agreements, and Termination preparation and documentation. Policy Administration and Compliance: Under direction of the VP of Talent, responsible to maintain and audit all employment policies and the annual Employee Handbook. Will assist with the Union’s CBA, as assigned. Responsible for organization-wide communication and delivery of HR-related initiatives, programs, procedures, and all Company Policies. Responsible for all mandatory annual notices, legal postings, audits, and required filings (e.g.: EEO-1) related to legal employment and HR operations compliance. As assigned, assist or audit other HR Generalists with their annual required filings and reviews, to assure compliance. Conduct (or arrange) all employment compliance training programs including Anti-Harassment, Anti-Discrimination, Non-Retaliation, etc. Conduct (or arrange) appropriate training for managers and leadership to ensure lawful and effective workplace practices. Stay up-to-date with legislative and regulatory employment changes and legal requirements in a multi-state and international employment environment. Workplace Safety: Oversee and administer all workplace injury/accident, incident or near miss reports. Oversee and administer all post-accident and reasonable suspicion drug/alcohol tests. Conduct (or arrange) all workplace safety trainings including fire drills, active shooter preparation, accident/incident reporting training, and travel-related safety training. Complete OSHA Filings and/or annual 300A logs and summary postings, as required. Oversee all incident/accident, injury and near-miss reports. Manage Worker’s Compensation (WC) claims and all related carrier and claimant communications. With VP oversight, negotiate annual WC insurance contracts and track/report on dividends. In partnership with the VP of Talent and the Facilities Manager, implement workplace safety initiatives, programs and training (including, but not limited to, annual and post-incident Safety Training). Business Risk Insurance: In partnership with the VP of Talent, assist with annual renewals and RFP’s for the business risk insurance brokers/carriers and lines of coverage, including: Workers Comp, Property/GL, Excess Liability, Special Equipment, Auto, Professional Media and Services, Expo Convention Cancellation, Travel Insurance, Cyber, D&O, EPLI, Crime and Fiduciary. Backup Responsibilities: All personnel in Human Resources are expected to: (a) participate in ad hoc employee relations, providing an exceptional level of service and support; (b) participate in the Annual “Benefits Open Enrollment” process, (c) effectively navigate and accurately maintain data in the HRIS , generating reports as needed/requested, and (d) fully understand the policies and practices within the Employee Handbook and Collective Bargaining Agreement so they can effectively interpret and appropriately apply policies. Additional backup responsibilities may include: Assist with processing of US and CAD payroll, and related filings. Assist with Talent Acquisition & Development duties. Assist with Benefits Administration functions, including FMLA/LOA as assigned. Assist with formal Performance Review Process. Assist with all-employee engagement events and efforts. All other duties and special projects, as assigned. Ethical Responsibilities: All members of the HR function are required to maintain appropriate levels of confidentiality at all times, and conduct themselves and their work in accordance with applicable laws/regulations, HIPAA standards, and Human Resources best practices. Supervisory Responsibilities: No formal supervisory responsibilities; however, incumbent may be required to train/mentor more junior staff members. Requirements Required Education/ Experience: The International Foundation will always consider candidates with an equivalent combination of education and relevant experience. Bachelor’s Degree in Human Resources is required. We will consider candidates with a related degree (such as Business Management or Administration) who also currently hold the PHR/SHRM-CP or SPHR/SHRM-SCP designation. Current PHR/SHRM-CP or SPHR/SHRM-SCP designation is a requirement; however, otherwise qualified candidates may be hired with a condition to complete within 12-18 months of hire date. A minimum of 3 years’ successful experience of progressively responsible HR Generalist positions, including no less than 18 months’ with direct Employee Relations and Performance Management responsibilities. Prior experience with CBAs and organized (union) staff is preferred, but not required. Minimum Qualifications/Skills: Team-oriented HR Professional with the ability to function both independently and collaboratively; with a strong sense of personal and group accountability and excellence. High EQ with excellent written, verbal, and interpersonal communication skills, with ability to build trust across all levels of the organization. Demonstrated proficiency in conflict resolution and/or mediation in the workplace. Ability to comfortably and effectively coach managers on performance management, documentation, and corrective action processes. Ability to problem-solve in real-time to achieve goals, objectives, and deadlines. Strong organizational, time management, documentation, and record-keeping skills. Proven track record of accuracy and timeliness in work. Strong technology and computer skills with demonstrated proficiency in MS Outlook, Excel, Word, and PowerPoint. SmartSheet experience is a plus, but will train the right candidate. Personal interest and proven track record of staying informed and up-to-date with legal and regulatory changes surrounding employment. Prior experience with OSHA, Incident Reporting, Workers Compensation, and Business Risk insurance is preferred, but will train the right candidate. Travel Requirements: This position may intermittently require that the individual travel for work; but only up-to 10% of the time. Work Environment: This position is expected to work from our corporate headquarters office in Brookfield, WI, Monday through Friday of each week. This is an office environment with typical office conditions, including lighting, noise, seating and equipment. Following a successful training period (and pending each individual's ability to effectively work from an appropriately-equipped home office, per the terms of the Hybrid Work Policy) incumbents may permitted to work remotely on Mondays and Fridays, as business needs allow, in up-to a 60/40 (onsite/remote) hybrid schedule. The Foundation reserves the right to modify or discontinue the current hybrid schedule at any time as business needs dictate. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; and talk or hear. The employee is occasionally required to stand; walk; reach with hands and arms; and stoop, kneel, or crouch. The employee must occasionally lift and/or move up to 10-50 pounds (i.e. a case of printer paper). Specific vision abilities required by this job include close vision, and ability to adjust focus. The above statements reflect the general details necessary to describe the principal functions of the occupation described and shall not be construed as a detailed description of all the work that may be inherent in the occupation.

Responsibilities

The HR Generalist serves as the primary point of contact for employee relations, performance management, and workplace safety oversight. They are responsible for maintaining employment policies, ensuring legal compliance, and managing business risk insurance renewals.