Position Summary

The Human Resources Generalist has overall responsibilities in managing the day-to-day operations of the HR office. The HR Generalist will assist the Director in providing guidance and counseling to program directors with regard to staffing and conflict management. The HR Generalist in concert with the Director, will work to solve problems and develop and execute HR process improvements in alignment with organizational goals, and lead and/or collaborate on cross-functional projects. The Generalist will perform both administrative and strategic functions to support the continuous improvement of the organization. The Generalist is expected to remain fluent and in compliance with all organization policies and procedures. As a member of the HR team, they will participate in staff and departmental meetings and report on metrics, with the goal of always improving practices. The Generalist will help assess all HR practices and make sure they are implemented consistently and in line with applicable legislation.

Reports to: Director of HR
Direct Reports: NA
Indirect Reports: NA
FLSA Status: Exempt 
Annual Salary: $70,000 – $75,000
Position Type: Full-Time
Hours Per Week: 35 hours a week/Monday – Friday
Benefits: Yes Remote: No Hybrid: No

Responsibilities:

• Manage the day-to-day generalist operations of the HR office. Work to ensure the HR data accuracy and integrity, including staff records.
• Proactively work to monitor and review performance, set goals, and train on best practices. Identify trainings to support staff development.
• Stayed informed on changes in relevant employment laws, regulations, industry trends, current policies, new developments, and applicable HR practices, and provide guidance and advice on how to manage those changes, including but not limited to required postings and policy changes.
• Work with the HR Director to develop programs and initiatives that create engagement opportunities. Serve as HR contact for staff surveys.
• Work closely with the Director in implementing a performance management system. Deliver communications to program directors and employees on the process, and assist program directors with writing reviews. Provide coaching to program directors on how to deliver feedback.
• Assist HR Director with facilitating the flow of information and ensuring that appropriate parties are kept up to date while maintaining the utmost confidentiality.
• Work with the HR Director in investigatory, disciplinary, and grievance procedures for staff. Collaborate with program leadership to develop improvement plans for staff. Conduct internal investigations into employee complaints and other employment legal matters; follow best practices investigation techniques, including the preparation of investigation outlines, investigative reports, notes, and other supporting documentation, all while maintaining the strictest confidentiality and professionalism.
• Acts as a neutral party to support an objective perspective. Provide advice, support, and resolution to program directors on a broad range of escalated employment issues, including HR policy interpretation, disciplinary performance management, HR investigations, employee discipline and misconduct, remediation of employment-related disputes, and employee terminations.
• Work on special projects as assigned.
• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
• Nurtures a positive working environment.
• Maintain personnel files in compliance with applicable legal requirements and keep employee records up to-date by processing employee status changes in a timely fashion.
• Prepare and/or update employment records related to hiring, transferring, promoting, and terminating.
• Lead, prepare, and coordinate onboarding orientation, including processing all new hire paperwork required to place employees on payroll and establish personnel files.
• Assist employees with regaining access to their ADP account,
• Maintain spreadsheets and ensure updated regularly, such as staff roster, master roster, payroll transactions, and submit all benefit applications via email to our benefit partner vendors.
• Perform other related tasks and responsibilities as assigned

Qualifications

• Bachelor’s Degree required
• Minimum 5 years of related experience required; experience in a leadership role. Strong supervisor skills, including the ability to coach, mentor, and define goals and objectives.
• Non-profit experience desired.
• Current knowledge of federal, New York State, and local employment laws, practices, and ability to apply regulations and employment compliance into sound practices.
• Proficiency with MS Office, Google Suite required. Must possess the technical skills necessary to produce professional documents and communications (spreadsheets, surveys, reports, etc.)
• Demonstrate problem-solving, with relevant experience highlighting the ability to resolve conflicts.
• Ability to prioritize tasks and to organize workload to ensure deadlines are met; highly adaptable to a changing environment with the ability to move fluidly between tasks.
• Must have excellent presentation, written, and oral communication skills.