HR GENERALIST

POSITION SUMMARY:

The Human Resources Generalist works as a member of the Human Resources Team. Primarily responsible for the oversight of all Human Resources functions for the site to ensure that the Human Resources goals and objectives are met. The Human Resources Generalist / Manager reports to the site Program Director and/or other designated supervisor and the Corporate Human Resources Director. This position directly supervises Human Resources and Training staff. Depending on location, designated staff are directly supervised.

ESSENTIAL FUNCTIONS:

• Administers various human resources plans and procedures for all site personnel; assists in development and implementation of personnel policies and procedures; maintains employee handbook and policies and procedures manual.
• Participates in developing department goals, objectives and systems.
• Conducts recruitment efforts for site personnel, prepares and places advertisements, coordinates and participates in job fairs, conducts employee screenings, conducts and assists with interviews and the selection process. Ensures open positions are posted internally in accordance with Rite of Passage policy.
• Establishes, implements and monitors all pre and post hiring activities. Makes recommendations to department managers for hiring, terminations and disciplinary action.
• Advises and consults with supervisory staff regarding coaching and supervision of employees, hiring and pay practices and company policy.
• Reviews and approves terminations and other personnel actions.
• Coordinates and conducts new hire orientation and partners with site trainer to ensure quality development and delivery of pre and in-service training. Conducts Human Resources and supervisory training. Provides assistance to the training department as needed.
• Oversees, assists with or handles the new hire process. Compiles personnel file information, performs employment verifications, advises employees of missing items required for employment, follows up on missing items and pending medical tests, and creates employee personnel and medical files.
• Oversees, assists with or handles maintaining all employee personnel and medical/insurance files and assists with file audits on a regular basis to ensure files are complete, updated and compliant with licensing agencies audit standards.
• Prepares and completes required projects, reports, schedules, rosters and other documentation in a timely manner, provides management with required information and advises of any problematic situations. Examples of reports may include but are not limited to HRIS records, logs to conform to licensing and EEO regulations, Human Resources scorecard, new hire reporting, driver eligibility, evaluations due, medical tests due, termination forms, position control roster, shift assignments, pending background clearances, etc.
• Handles employee relations. Counsels, advises and assists all employees with questions or concerns regarding human resources issues. Listens to employee concerns and complaints and assists them with problem resolution. Manages and oversees the grievance process, board of review and exit interviews. Conducts internal investigations as needed.
• Performs benefits administration to include enrollment, claims resolution, changes, communicating benefit information to employees and assists them in properly completing the required forms. Depending on site, responsible for monthly reconciliation of group health plan invoices, ensuring accuracy of information, and forwards to the Accounts Payable Department.
• Handles or assists with inputting Nu View employee data base information from new hire to termination of employment.
• Maintains a log to ensure reports are received from the agencies in a timely manner and follows up with agencies on reports not received within expected time frame. Reviews background check issues and follows up with employees and state licensing/oversight agencies to resolve them.
• Manages the Employee of the Week or Quarter Program and any awards or certificates implemented by the site.
• Provides information regarding separated employees to the Department of Labor. Attends unemployment hearings.
• Provides assistance to employees and outside agencies with employment verifications, loan documents, personal requests and employee concerns.
• Prepares file information for Quality Assurance and outside agency audits.
• Supervised staff: Responsible for hiring, evaluations, commendations, reprimands and dismissals, reviews and approves time and attendance, and assists with developing supervised staff by conducting training sessions and action plans.
• Evaluates and approves requests for Family and Medical Leaves in accordance with company policy and Federal Law.
• Maintains compliance with Federal and State regulations and company policy regarding employment.
• Assists with the preparation of responses to requests for information from the EEOC, DOL, and other governmental agencies.
• Complies with and implements the Rite of Passage Policies and Procedures as detailed in the appropriate manuals/handbooks.
• Ensures the highest standards are maintained to prevent illegal, unethical, or improper conduct and to ensure the program remains in compliance with agency licensing and Rite of Passage policies and procedures.
• Assists with the correction of deficiencies and quality improvement efforts.
• Attends and participates in administrative meetings, staff development meetings, office meetings, HR weekly conference calls and other site meetings as required.
• Commits to attending and tracking all training and staff development classes in order to ensure sufficient hours of training for this position and all supervised staff are completed on an annual basis. Notifies the supervisor if annual training hours are deficient.
• Ensures the safety, health and welfare of staff and students at all times.
• Provides encouragement, guidance and resources to staff and students when needed.
• Models and ensures all program norms are upheld without compromise.
• Acts as a positive role model and mentor for both staff and students.
• Treats others with respect, confronts negative behavior and supports confrontations.
• Other duties as assigned, verbally or in written form.
• Submits background clearance information to the appropriate agencies ensuring accuracy and efficiency.
• Ability to prepare written reports and correspondence.
• Ability to understand and follow verbal and written instructions.
• Ability to effectively communicate, verbally and in writing.
• Able to work in excess of 40 hours per week with the possibility of a varied schedule.
• Must be able to maintain a high level of confidentiality.
• Must have excellent organization and time management skills.
• Ability to build and maintain positive internal and external relationships.
• Ability to provide exemplary customer service to all employees and outside constituents.
• Ability to function independently and as a member of a team in a multi-task environment.
• Must be flexible and able to handle multiple priorities, with the ability to adjust to high pressure and rapidly changing business conditions.
• Proficient in the use of computers and associated software.

MINIMUM QUALIFICATIONS:

• A Bachelor’s degree in Human Resources, business or related field and two years of Human Resources experience; or six years of equivalent experience as a Human Resources Generalist may be substituted. Master’s degree, certification and/or PHR are preferred.
• Minimum of two years of human resources experience in employee relations, training and/or employment.
• Knowledge of Federal and State employment law, Human Resources policies and practices and governmental licensing requirements.
• Successful management experience required.
• Good interpersonal skills including the ability to interview potential employees.
• If required to operate a company vehicle during the course of employment, must meet the requirements to be an eligible ROP driver. Must possess a current State Driver’s License and have an acceptable driving record for the past three (3) years.
• Strong knowledge of overall company operations and policies and procedures.
• Ability to pass a criminal background clearance check, drug screen, physical and TB test.
• Ability to perform work with little or no supervision.
• Ability to utilize resources available to complete assigned projects.

Rite of Passage is a leading national provider of programs and opportunities for troubled and at-risk youth from social services, welfare agencies and juvenile courts. For 35 years, we have developed and operated a continuum of programs based on the needs of youth and our placing agencies. With an emphasis on evidence-based practices and positive skill development, combined with our supportive and therapeutic approach, our organization is respected by industry experts as a highly effective solution for our youth. Since 1984, over 25,000 youths have entered and completed our programs. Rite of Passage has built its reputation on running life-changing educational treatment programs that positively contribute to the community.

Our employees are dedicated, passionate individuals that are committed to inspiring positive change in the lives of youth. Becoming a member of the Rite of Passage team is more than just a job, it’s an opportunity to build a meaningful career with a company driven by its powerful mission to make a difference.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)