Job Details


Requisition Number 17-0056
Title HR Generalist
City Rockville
State MD
Description

The Human Resources (HR) Generalist is responsible for the day-to-day administration of a wide range of HR functions.  Generalists provide HR administration of policies, programs, and procedures carrying out a wide range of transactions and tasks requiring accuracy, attention to detail, and proactive follow through. 

DUTIES AND RESPONSIBILITIES:

Benefits

  • Support the HR department in implementing and administering programs.
  • Assist in employee benefit administration (health, dental, vision, 401k, wellness, etc.)
  • Contribute to HR due-diligence and policy research with rigor and attention to detail.
  • Maintain current compliance knowledge of federal, state, and local employment and benefits laws and regulations.
  • Communicate compliance related issues with clarity to all audiences.
  • Assist or manage process and procedures for leave management including FMLA leave, military/USERRA, and other leave types.
  • Assist in engaging in ADA interactive process.
  • Provide excellent service focused HR in all interactions.
  • Monitor HR Inbox and distribute emails appropriately.
  • Respond to employee inquiries regarding benefit coverage and plan provisions
  • Assist employees and work with carriers to resolve benefit claims issues
  • Assist with carrier invoice and billing reconciliation
  • Assist with troubleshooting error reports from carrier file feeds.

Employee Relations

  • Improve employee performance and interpersonal relationships by identifying and clarifying problems, and solutions.
  • Assist in managing employee relations issues including partnering with employees on performance improvement plans, investigating complaints, issuing performance warnings and managing separations.
  • Assist in conducting investigations.
  • Assist in management of employee relations issues.
  • Assist in identifying and addressing compliance and/or best practice areas of improvement.

General HR Administration

  • Collaborate with Payroll to report changes and process payroll change report.
  • Process new hires, terms, and change requests in Ultipro.
  • Assist in development and implementation of human resource policies and procedures.
  • Support onboarding and orientation.  
  • Address complex issues, recognizing when to escalate.
  • Modify and document changes to job descriptions.
    • Assist in annual performance management process including tracking and monitoring/review process and work with supervisors to address inconsistencies in evaluations.
    • Assist in maintaining up to date and accurate personnel data and files.
  • Ensure documentation is filed in a timely manner.
  • Prepare, compile, and distribute HR-related reports as requested.
  • Assist with verifications of employment (VOE’s) as needed.  
  • Assist others in problem solving.
  • Conduct exit interviews.
Requirements

EXPERIENCE AND QUALIFICATIONS:

  • Bachelor’s degree required
  • PHR required.
  • Minimum of three years in a HR Generalist, or similar role.
  • Experience with HRIS systems.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Principles and procedures for Human Resources best practices.
  • Experience conducting employee investigations.
  • Knowledge of recruitment, benefits, record management, and HRIS best practices.
  • Administrative procedures and systems such as word processing, managing files and records, designing forms, general office procedure, and terminology.
  • Ability to maintain high levels of organization.
  • Ability follows through on tasks.
  • Excellent oral, written communication and interpersonal skills.
  • Proficiency in MS Office Suite.

     

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