Human Resources Generalist

Key Responsibilities:

Oversee HRIS (Human Resource Information System) which includes employee data changes, benefits, unemployment compensation, and system troubleshooting and maintenance

Administer and provide maintenance to health and welfare plans. Benefits programs include health insurance, life insurance, dental insurance, vision insurance, long-term disability insurance, salary continuance, FSA (Flexible Spending Account) plan, tuition reimbursement, vacation, leave, and sick time benefits, wellness program, etc.

Manage annual open enrollment for benefit programs and provide pertinent documentation to insurer and/or employees as required by law and/or ReliabilityFirst

Process monthly bills from HR vendors including insurance providers and ensure accuracy of information; resolve discrepancies with carriers, payroll, and the company

Administer and manage all aspects of employee leave programs, including FMLA, ADA accommodations, workers’ compensation, military leave, and other federal, state, and company-approved leaves of absence

Provide HR support and guidance to managers and employees on employee relations matters, policies, programs, procedures, and workplace issues

Monitor unemployment claims and workers’ compensation claims and coordinate necessary paperwork and appeals; provide public information (i.e., verification of employment, wages, etc.) in accordance with current laws, regulations, and guidelines governing such matters

Manage the full cycle recruitment and onboarding process, including enhancing the interviewee experience, welcoming new hires, coordinating training on companywide systems, policies, and procedures, improving employee retention, and executing offboarding processes as needed

Administer the background screening program for new hires and existing staff ensuring compliance with NERC (North American Electric Reliability Corporation) standards and Federal laws

Develop and maintain Careers pages for both ReliabilityFirst’s public site as well as other recruiting tools

Assist in administering employee engagement and performance appraisal systems, evaluating their effectiveness annually, and recommending improvements; ensuring annual and mid-year appraisals are completed by all staff by due date

Collaborate with business leaders to coordinate department-specific training and develop tailored training programs for individual roles

Develop HR metrics that can be used to drive employee programs, engagement, and training and provide ad hoc reporting as needed on HR functions

Administer program initiatives such as recognition, mentor, and engagement programs

Assist with the development, review, and implementation of HR policies and procedures

Create and administer employee survey tools to collect employee feedback and create reports on key findings and employee trends

Support the implementation of new HR tools and systems, projects, and goals

Maintain confidentiality of all company and personnel information in accordance with applicable laws, regulations and company policies

Participate in and/or provide requested information for the annual budgeting process, year-end financial audit, BWC (Bureau of Workers’ Compensation) audits, Income Tax filings, etc.

Competencies:

Adaptability – Ability to adapt to changing circumstances and remain flexible; navigates uncertainty and adjusts their strategies

Problem Solving – Able to identify issues, analyze them and develop effective solutions

Communication – Conveys ideas clearly and persuasively, both in writing and verbally; good listeners and able to facilitate open and productive discussions

Innovation – Thinks creatively and proposes innovative solutions; is open to new ideas and willing to take calculated risks to improve processes and outcomes

Qualifications
Bachelor’s degree in HR, Business, or related field with six years of related experience OR No degree with at least 10 years of related experience/education resulting in demonstrated ability to perform the major duties required

Six or more years’ experience in HR with specific experience in benefits administration, payroll, and finance processes, recruiting and corporate training

Strong knowledge of the laws, regulations, and guidelines concerning personnel administration in the State of Ohio

Technology Skills: Proficient with HRIS systems (preferably Paycom), Microsoft Office 365, Cloud Services, etc.

Desirable:

PHR (Professional in Human Resources), SPHR (Senior Professional in Human Resources), SHRM-SCP (Society for Human Resources Management – Senior Certified Professional), SHRM-CP (Society for Human Resources Management – Certified Professional) certification desired

Experience with the electric utility industry, especially with NERC/FERC (Federal Energy Regulatory Commission) and auditing standards

Knowledge of laws concerning HR from multiple states