HR Generalist

WHO WE ARE
SER-Jobs is a nonprofit community organization that educates and equips people in the Texas Gulf Coast Region who come from low-income backgrounds or who have significant barriers to employment.  We believe the power and purpose of work can transform lives and communities.  SER is the Spanish verb, "to be," so that is exactly what we impart on the people we serve - that they can be whatever they want "to be."

• Brighter Futures:  We empower our clients "to be" the best they can, and "to be" in the career path that fits their talents and interests.
• Better Opportunities:  SER engages employers in strong growth industries "to be" an opportunity of a lifetime to someone who needs a second chance (or maybe even a first).
• Bigger Network:  We aim "to be" in strong partnerships with complementary organizations throughout the communities we serve.

VISION
To be the premier workforce opportunity provider in the Texas Gulf Coast Region.

MISSION STATEMENT
To help individuals from low-income communities transform their lives through education, training employment, and financial empowerment services.

VALUES
Accountability ~ Innovation ~ Respect ~ Excellence ~ Equality


                                                                                            ABOUT THE POSITION

Job Title:  HR Generalist
FLSA Status: Exempt
Department:  Administration
Reports To:  Director of Human Resources
Typical Workdays:  Monday – Friday
Typical Work Hours:  8:00 a.m. to 5:00 p.m.
Overtime Required:  N/A

Education: Bachelor’s degree in Human Resources, Business Administration or other related field with HR as a concentration.  Master’s degree preferred.
Related Experience:   A minimum of 5 years of experience as an HR Specialist or HR Generalist OR an equivalent combination of 10 or more years of progressively responsible HR Generalist experience.
Training:  HR-related training.
Licenses & Certifications:  PHR, SPHR, SHRM-CP, SHRM-SCP

POSITION SUMMARY
Under the direction of the Director of Human Resources, the HR Generalist responsible for handling all aspects of human resources work.  This includes but is not limited to maintaining records of employment, processing necessary paperwork, and ensuring that the human resources processes comply with state, federal, and local regulations.  As a priority, the HR Generalist will effectively administer employee benefits plans and policies, payroll, compensation, recruitment and employee relations.  This role will be responsible for supporting the Director of Human Resources in the development of HR strategies, plans, policies and programs.  Ultimately, this role is responsible for ensuring the HR department supports our employees while conforming to employment laws.

ESSENTIAL FUNCTIONS

HR Operations

• Organize and maintain personnel records, entering new hire data, and updating any previous employees’ data.  Update employee records with new hire information and/or changes in employment status.  Processing all personnel action forms and ensuring proper approval
• Create, manage, and update internal HR databases.  Create regular reports and presentations on HR metrics.  Prepare various HR documents, including new hire guides, employment contracts, compensation lists, and more.
• Conduct new hire orientation and benefits orientation to build a strong foundation for new employees and increase employee engagement.  Coordinate exit process for departing employees.
• Manage and run the HRIS software of the organization and make sure it’s updated.
• Assist the Director of HR in managing and administrating the HR budget.
• Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
• Write and design employee-centered communications, coordinates with HR Director and the leadership team.
• Manage special projects and other duties as assigned by HR Director.

Benefits

• Ongoing administration and annual renewal of health, dental, vision, life/AD&D, and disability insurances including:
• enrollment/changes/terminations for staff;
• coordination with Finance for payroll;
• liaison with the benefits broker; 
• conduct annual competitive review; and
• follow and share with the Director trends and developments in the field.
• Ensure qualified and non-qualified plans are maintained in compliance with applicable legislation and regulations.  Specifically:
• all required testing and reporting are completed on a timely basis;
• all required filings are completed and filed;
• education for participants is ongoing;
• maintain relationships with plan record-keeper, consultants, and all service providers for the plans; and
• stay current on and update CAO on legislation, trends and developments in the field.
• Work with employees to answer benefits questions and assist in processing life events and open enrollment elections.

Payroll

• Facilitate payroll management, preparation and payment.
• Audit timekeeping reports and PTO balances, maintain accuracy of payroll records, and assist in the preparation of payroll prior to processing. Provide guidance to managers and employees regarding timekeeping, PTO, legal requirements, and policies.
• Provide training for all employees on correct use of the payroll system and work with the vendor on system issues. Ensure the accurate and timely application of garnishments and deductions and that payroll is processed on time.

Compensation

• Prepare and review compensation and benefits packages
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Maintain organizational charts and detailed job descriptions along with salary records.
• Contribute to the analysis of competitive compensation reviews.
• Coordinate the process for annual performance and salary reviews.

HR Compliance

• Review, revise, and update company policies.
• Liaise with external partners (e.g. third-party administrators) and ensure legal compliance.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.

Talent Acquisition

• Forecast hiring needs and ensure recruitment process runs smoothly.
• Facilitate talent acquisition initiatives such as posting job ads on careers pages, processing received resumes, and notifying eligible workers of position availability and application status.
• Recruit and coordinate interviewing, references, and documentation for staff hiring. Follow up on hiring decisions; Distribute, complete, and process paperwork for new hires.  Set up of pre-employment screening.
• Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability.
• Process and review employment applications to evaluate qualifications or eligibility of applicants.
• Explain company personnel policies, benefits, and procedures to employees or job applicants.

Talent Development & Management

• Assist with development of employee education including maintenance of employee training logs, coordinating training events or programs and recommending resources, as needed.
• Responsible for administering performance management program.

Employee Relations

• Answer any employee queries about people or HR-related issues, and help them resolve them internally, if possible.
• Addressing any employment relations issues, such as work complaints and harassment allegations
• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Provide guidance on employee behavior and conflict resolution.
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, terminating employees, and administering disciplinary procedures.

QUALIFICATIONS

• A Bachelor’s degree in Human Resource Management (HRM), Business Administration, or in a related field with HR as a concentration.  Master’s degree preferred.
• A minimum of 5 years of experience as an HR Specialist or HR Generalist OR an equivalent combination of 10 or more years of progressively responsible HR Generalist experience.
• Computer literacy (MS Office applications, in particular).
• Proven and extensive hands-on experience with HR software, such as HRIS or HRMS (e.g. Paycor, PeopleSoft, Dayforce, Workday).
• Proven and extensive hands-on with Applicant Tracking Systems (ATS).  Complete knowledge of job boards, HR processes, and recordkeeping.
• Solid understanding of employment laws, standards and practices such as title VII, FMLA, ADA, EEO, OSHA, FLSA, PDA, etc.
• Solid experience with Payroll systems, processes and legal requirements.
• Strong organizational and administrative skills, with the ability to prioritize tasks and projects appropriately.
• Excellent verbal, written, and face-to-face communication skills, along with complete knowledge of how to communicate through phone, email, internal memos, etc.
• Excellent interpersonal skills with a demonstrated ability to work as a team member.  Must be approachable and helpful.
• Great problem-solving and analytical skills to manage daily administrative tasks.
• Must be able to receive and follow instructions given by management, and develop solutions to unique problems.
• Data-driven mindset and demonstrated experience with data analysis, interpretation, and utilization.
• Demonstrated ability to keep sensitive information confidential and exercise sound ethical judgment.
• Strong critical thinking skills.  Strong understanding of Human Resources concepts and overall intellectual curiosity.
• Experience with technology such as calendar and scheduling software, computer-based training software, database user interface and query software, desktop publishing software, and document management software
• Demonstrated dependability - Job requires being reliable, responsible, dependable, and fulfilling obligations.
• Attention to Detail - Job requires being careful about detail and thorough in completing work tasks.
• Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
• Initiative - Job requires a willingness to take on responsibilities and challenges.

Reasonable accommodations will be made to ensure that the essential job functions can be performed and not hinder the employee's performance due to physical, mental, or emotional impairment, and does not cause undue hardship for the Company.