HR Generalist

The HR Generalist supports the Remington and Ashford organization’s corporate teams by implementing and administering human resources (HR) services including building and executing human resource programs, supporting talent management initiatives, supporting employee relations issues, and executing associate engagement initiatives.

Major Responsibilities:

25% Human Resources Program Execution:

• Owns organization and maintenance of online HR files and associate personnel records.
• Develops and updates HR processes in partnership with VP People & Culture. ·
• Owns Organization Chart and Position Hierarchy Updates.
• Owns monthly Turnover Tracking and Insights to review with VP People & Culture.
• Identifies turnover trends and recommends initiatives to drive retention.
• Assists VP People & Culture with analyzing data on employee turnover, employee satisfaction surveys, exit interviews and other metrics to enhance and improve HR programs and services.
• Assists HR team with additional project and program support as needed.

25% Talent Management Initiatives Support:

• Owns compilation of materials to support talent review and succession planning initiatives.
• In partnership with VP People & Culture, develop HR key metric dashboard, and maintain current tracking of metrics, and reporting on insights and trends.
• Leads weekly communication on new associates to the organization.
• Partners with VP People & Culture and business partners to ensure job descriptions on file are updated in a timely manner.
• Owns updates and compiles new hire onboarding materials and communication as necessary.
• Conducts professional-level exit interviews and compiles turnover insights.
• Responsible for responding to unemployment requests and required EEO-1 reporting

25% Employee Relations:

• Under direction of the VP People & Culture, provides counsel and expertise to Support Center associates.
• Assists in resolving associate issues as directed by VP People & Culture.
• Serves as sounding board for associate concerns, issues and questions.
• Advises team members on company policies and procedures.
• Provides counseling and recommends resolution to team members as needed.
• Serves as a resource for HR policies and practices, state and federal employment laws, and company HR standard operating procedures
• Promotes and assists with the implementation of corporate-driven HR programs and initiatives.
• Supports highly confidential assignments and projects related to employee relation issues including investigations, facilitating disciplinary meetings, and providing consultative advice as needed.
• Builds relationships with management and associates. 
• Assists leadership with performance management including Coaching, Performance Improvement Plan support/follow-up.

25% Associate Engagement Initiatives Execution:

• Assists in new hire on-boarding, facilitating new hire orientation and delivery of materials.
• Supports company community involvement and philanthropy initiatives.
• Maintains annual calendar of HR programs and events for HR department.
• Acts as system administrator for associate recognition platform
• Assists HR team with the preparation of material for Staff Meetings, All Associate Meetings, HR Townhalls, and All Company Meetings and events.
• In partnership with Office Manager and other HR associates, plans regular engagement activities for corporate associates and HR team members.