Job Purpose/Summary

The Human Resources Generalist serves as a strategic and operational partner supporting the full employee lifecycle. This role is responsible for administering and enhancing HR programs, ensuring compliance with employment laws and organizational policies, supporting employee relations matters, leave administration, and partnering with leadership to foster a positive and productive workplace culture. The HR Generalist applies sound judgment, exercises discretion with confidential information, and proactively identifies opportunities to improve HR processes and employee experience. This position maintains current knowledge of federal, state, and local employment laws, regulations, and HR best practices.

Key areas of responsibilities are: Talent Acquisition & Onboarding, Employee Relations, Performance Management, HR Operations & Systems Management, Organizational Development, Compliance & Policy Administration.

Duties and Responsibilities

Employee Relations:

• Assist with conducting investigations in response to employee issues and concerns.

• Abide by company-enforced HR processes and current employment laws and regulations.

• Advocate for employees, provide support, address concerns and focus on overall employee well-being.

• Attend and participate in employee disciplinary meetings and terminations as needed.

• Handle employment-related inquiries from applicants, employees, and senior leadership, and refers complex and/or sensitive matters to the HR Management Team.

• Foster positive employee relations and works to solve any employee issues that surface.

Performance Management:

• Oversee annual performance evaluation program by prompting staff on timelines related to the process and sending out materials needed to complete the process.

• Proactively assist with assessing team, manager, and organizational development needs, and partner with leadership to develop succession plans.

• Mentor managers on employee development best practices.

• Conduct annual training on annual performance reviews and the system they are housed in.

• Create and resent any new or additional training materials to employees.

Oversee the development, refinement, and standardization of all-staff questions utilized in new hire, mid-year, and annual performance reviews.

• Support the annual performance management process, including managing promotion timelines, preparing compensation communications, coordinating notification schedules, and ensuring accurate data entry across HR systems.

• Serve as a resource to affiliate and state teams on performance-related questions, employment extensions, and personnel documentation requirements.

Talent Acquisition and Hiring:

• Support and provide talent acquisition for various affiliates.

o Assist with job requisition, new hire, and pre-employment screening process to include data entry, assisting with CCSD badging process, offer letters, welcome email, organizing and conducting employee new hire orientation, benefit on-boarding, creating employee files, administering employee policies and procedures, and ensuring all new hire systems and all necessary paperwork is properly completed and/or updated.

o Make recommendations to hiring managers and ensure efficient turn-around activity.

o Participate in recruitment campaigns and job fairs.

• Monitor wage and salary trends across the organization and provide insights to support compensation-related activities.

• Maintain all onboarding documentation to include the creation of new hire personnel folders.

o Maintain hard copy employee files including file destruction when appropriate.

o Perform quarterly audits to ensure that proper documentation is in each employee personnel folder.

o Manage accurate I-9 forms and record keeping.

o Organize, maintain, and update employee information in a confidential manner.

• Support employee termination and separation process; to include creating and sending exit documentation to managers and ensuring employees receive information regarding their rights, benefits eligibility, and applicable next steps upon separation.

Systems:

• Oversee the administration and functionality of HR systems, including ADP, Employee Navigator, performance management platforms, and other HR technologies, serving as the primary liaison for system support, updates, and issue resolution.

• Assist with keeping the HR department’s filing system in Box and SharePoint organized and create new files as needed.

Benefits:

• Assist with and provide employee support and guidance regarding enrollment of benefits, plan elections, qualifying life events, and annual Open Enrollment processes.

• Coordinate benefits administration activities and serve as a resource for employee benefits questions and concerns.

• Assist in conducting periodic benefits and benefits policy audits to ensure compliance, accuracy of records, and alignment with organizational practices.

Leave Administration:

• Assist with employee leaves of absence, including FMLA, ADA accommodations, workers' compensation, personal leave, and other organizational leave programs; ensure timely documentation, communication, and compliance with all applicable regulations.

Vendors:

• Serve as the primary point of contact for HR vendors, maintaining ongoing communication, providing updated organizational information, and ensuring timely responses to vendor requests and requirements.

• Organize and manage vendor-led training sessions, workshops, and informational meetings for employees.

Qualifications and Competencies

Qualifications include:

• HR full life cycle experience preferred.

• HR Generalist experience required.

• Bachelor’s Degree in related field and/or a combination of relevant experience preferred.

• Effective communication skills, interpersonal and relationship building skills.

• Ability to design clear processes, strong attention to detail, problem solving, and accuracy.

• Ability to see all sides of an issue, remain objective, and move to resolution.

• Proficient knowledge of Microsoft Office and Microsoft 365 and the ability to learn other basic computer programs.

• Working knowledge of ADP, Employee Navigator, Trakstar, and/or other HRIS and performance management platforms preferred.

• Ability to follow both written and verbal instructions.

• Strong organizational, prioritization, and time management skills.

• Support of CIS’s mission, organizational structure/strategic goals.

Work Environment & Physical Demands

• Work environment is indoors and climate controlled. May be exposed to outdoor weather conditions.

• Moderate noise levels as found in a business office and classroom setting.

• Use of own automobile.

• Must be able to pass a criminal background check, possible fingerprinting, and drug screen.