We have an opening for an HR Generalist. Would you please pass this on to your network? Anybody that is interested can apply through our website www.urscorp.com req#EGG52496. Thank you!
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HUMAN RESOURCES GENERALIST
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SUMMARY: Performs human resources functions in areas including benefits administration, compensation, recruitment, employee relations, and compliance with governmental requirements and regulations. May specialize within assigned areas. Tasks may include interviewing, evaluating, and extending employment offers to qualified applicants; investigating requests for new/revised job classifications; preparing job descriptions and coordinating final description content with management; preparing data for compensation and benefit surveys, analyses of results and reviewing salary increase requests; preparing information for inclusion in in-house organization employee handbook, benefit brochures and conducting employee orientation; counseling employees concerning work related problems, addressing and resolving employee relations issues, and conducting interviews as necessary. Prepares special projects as assigned. Assists management in establishing policies, procedures, and practices relating to Human Resource matters to include hiring, disciplinary actions, employee complaints, compensation, benefit administration, and other related matters. In addition, comply with all regulations and procedures pertaining to a government contractor and manage the Chemical Personnel Reliability Program documentation and files. |
| MINIMUM QUALIFICATIONS: This position may have incumbents performing duties at levels E3 or E4. Duties at each level vary in complexity, technicality, and level of responsibilities. As a minimum, incumbent must be able to demonstrate specialized education and/or professional experience performing a combination of related duties, and must also be able to demonstrate working knowledge in applicable laws and regulations, in matters such as benefit administration, COBRA, compensation, Equal Employment, hiring, and employment law. Incumbent must be able to demonstrate past experience utilizing a HRIS and a variety of office software applications and the ability to work with people of varied background and myriad objectives, reach consensus on complex issues in a timely manner, and provide guidance to others in performing interrelated tasks in an efficient, effective, and timely manner. SHRM certification desired. The following are minimum requirements for each level: Level E3 Incumbent must possess a Bachelor’s Degree in a related field and 4 years specialized training and directly related work experience OR an Associates Degree and 6 years specialized training and directly related work experience OR Masters Degree OR 10 years directly related work experience. Level E4 Incumbent must possess a Bachelor’s Degree in a related field and 6 years specialized training and directly related work experience OR an Associate’s Degree and 8 years specialized training and directly related work experience OR Masters Degree and 4 years specialized training and directly related work experience OR Ph.D. OR 12 years directly related work experience. |
DESCRIPTION OF DUTIES: Level E3 1. Coordinates and administers the EG&G compensation management program to include all phases of benchmarking, internal analysis, reporting, and administration. Duties include, but are not limited to, the following: - Providing assistance to management on the development and maintenance of employee job descriptions. Evaluating job descriptions against internal control procedures to ensure the position is properly aligned in the wage structure. - Analyzing, responding to, and compiling compensation market studies and related data. Evaluating benchmark criteria and completing the annual market study. - Conducting or organizing internal job audits when required. - Provides preliminary recommendations concerning results of studies, internal inequities, and equitable salary recommendations. - Preparing and delivering presentations, reports, and training regarding all aspects of pay and pay management. - Ensuring all compensation related issues are in compliance with the Compensation Management Program and pointing out any known deviations or inequitable practices to the Human Resources Manager. - Reviewing all proposed changes in employee compensation to ensure such actions are in compliance with the Compensation Management Program and bringing inequitable actions to the attention of the Human Resources Manager. 2. Perform all activities relating to recruiting, hiring, promotional, and termination actions. Duties include, but are not limited to, the following: – Coordinating requisitions and staffing with managers to verify that proper budgets are allocated for the additional staffing request. Ensuring vacancies are posted internally or with external recruiting sources. Coordinates such activities with managers. Performing preliminary screening on all applicants to ensure minimum qualifications are met. – Performing preliminary analysis of qualifications on all prospective employees, or existing employees, seeking new assignments. Conducting preliminary interviews on all qualified applicants as requested. Coordinating movement/hiring activities with managers and selected candidates to provide a smooth transition of candidates. 3. Assist in the administration of the EG&G benefits program, including areas such as medical, dental, disability, life, pension, 401K, educational assistance, and other related benefits in compliance with all legal requirements and regulations. Duties include, but are not limited to, the following: - Assist with problem identification and resolution, providing employees direction on how to resolve benefits-related issues. May involve researching the source of any problem and coordinating with relevant entities. - Help employees understand their options in the benefits program and how to utilize the self-service system. - Provide orientation for employees on the benefits program. Includes new-hire orientation and notifying employees of changes or special provisions regarding benefits. 4. Serves as the internal point of contact for all employee relations issues or formal and informal complaints. Works with employees, managers, and committees to ensure all formal complaints are properly addressed, investigated, and resolved. Assists managers in obtaining necessary data on all employee relations litigation matters. Duties include, but are not limited to, the following: – Taking a pro-active stance in the resolution of all situations prior to them becoming formal complaints or problems. Interacting with all employees, as necessary, in all employee complaints between employees and/or their supervisors while ensuring that all matters are equitably investigated and resolved. 5. Performs a variety of Human Resource Generalist duties in support of the overall Human Resource function. Duties include, but are not limited to, the following: - Maintenance and compliance requirements of all reporting to federal, state, corporate, client and management. Completing Human Resource related actions in compliance with state and federal requirements. - Assisting other H.R. employees as needed. 6. Supports the TOCDF safety culture by performing all duties in accordance with the below listed safety responsibilities and enforcing a safe work environment. 7. Performs other duties as assigned. Level E4
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