HR Generalist

Duties Responsibilities Payroll, Time Reporting, and Leave Management • Process payroll and timesheets, including unique payments like summer salary. • Address complex timesheet/leave issues and return timesheets/leave requests as needed. • Process routine and non-routine pay adjustments. • Administer and track FMLA, PLFA, or other managed leave categories. • Counsel and resolve issues related to leave. Inform staff of all regulations/policies relating to leave usage and time reporting. HR Information Systems Appointments Management • Responsible for employee appointments, troubleshooting transactions to ensure accurate results and escalating complex issues as needed. • Enters routine and non-routine data and pulls reports. • Ensures accuracy of input data and reports and/or resolves minor discrepancies. • May develop new reports. • Participate in appropriate systems testing and/or feedback. Employee Learning and Professional Development • Leads or supports the delivery of informational or training sessions utilizing prescribed documentation. • Informs employees of targeted opportunities for professional development. • Work with supervisors to request promotions and/or plan for promotions and employee career pathing. Organizational Development • Supports organizational development initiatives. • Provides input on development strategies, programs, and retention efforts. • Ensures a positive work environment and addresses basic concerns as able. • May participate in organizational assessments, gather feedback, stay interviewing, etc. Workplace Diversity and Inclusion • Participates and supports diversity and inclusion training and programs. • Provides guidance on DEI policies, initiatives, and resolution of DEI-related compliance issues. Recruitment and Talent Acquisition • Responsible for independently coordinating search, hiring, and onboarding processes for student, hourly, and full-time hiring needs, including recruitment efforts. • Communicate and implement search procedures aligned with best practices and compliance needs, advising search committees and hiring managers. • Communicate with applicants and new hires, facilitating interview, hiring, and onboarding processes. • Develop job postings. Labor Employee Relations • Provides guidance to supervisors on performance management practices and issues. • Handles minor supervisor/employee conflicts requiring intervention or consultation with either party. • Facilitates accommodations and conflict resolution efforts. • Recommends interpretation of collective bargaining agreement language and corrective actions to performance issues under administrative supervision. Job Classification Analysis • Conducts job classification and analysis processes. • Provides guidance on job descriptions, promotions, and titles. • Identify out-of-scope duties and recommend title changes based on overall responsibilities, as appropriate. HR Compliance Policy • Ensures adherence to HR policies and legal requirements through tracking, training, and internal reviews. • Identifies areas of concern related to adherence to HR policies and legal requirements. Compensation and Benefits • Advises on salary decisions and develops justifications with general oversight. • Recommends compensation amounts for temporary/additional pay circumstances, escalating unique circumstances for additional input. • Informs employees of all available benefit offerings.