Human Resources Generalist

About RF:

ReliabilityFirst Corporation’s mission is to preserve and enhance reliability, security, and resilience of the Bulk Power System across 13 states and the District of Columbia. We do this through enforcement of mandatory reliability standards, outreach and training, as well as producing reports and assessments with our independent analysis. ReliabilityFirst is uniquely positioned to work closely with transmission, generation, and other power companies as well as the federal government to help identify and ensure the mitigation of operational risks and physical and cyber security threats to the electric grid.

Culture Statement:

At ReliabilityFirst, we are more than just a team – we are a community of dedicated professionals committed to ensuring the reliability and security of the electric grid. Our people are our greatest asset, and we believe that their diverse backgrounds, skills, and experiences are what drive our success. If you’re looking for a career that offers competitive compensation, generous benefits, work-life harmony, and the opportunity to be part of a mission that matters, then we invite you to join us at ReliabilityFirst. Together, we can ensure a reliable and secure electric grid for today and tomorrow.

Purpose of Position:

The Human Resources Generalist role is responsible for the employee journey from beginning to end. This role is the primary administrator for all Human Resources (HR), benefits, leave of absence, HRIS, and employee engagement tools. They function as a liaison between employees and leadership and help develop and cultivate positive employee/HR relationships.

This role reports to the HR Manager and works closely with the SVP of Operations and Risk and other business leaders.

The Human Resource Generalist works independently and takes on leadership roles when necessary. They bring skills in planning, executing, and administering HR systems. They exhibit the highest level of confidentiality in dealing with employee issues and work towards prioritizing a positive company culture.

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