Human Resources Senior Generalist
Life Chemicals Group
Total years of experience :16 years, 11 Months
•Supervises the work unit and HR, which includes: interviewing employees; providing and/or recommending training; coordinating, evaluating work performance; providing feedback, direction and guidance; keeping personnel abreast of new or revised information; answering questions; and implementing personnel actions. Prioritizes and assigns tasks to HR staff; tracks and reviews work progress.
•Edits/revises various written documents produced by unit staff (e.g., job descriptions, advertisements, salary/hiring recommendations, etc.).
•Composes and prepares various formal written documents
•Develops and reviews selection tests.
•Recruits applicants by preparing advertisements, representing the Department at career fairs, etc.
•Communicates with other employees, departments, administrators, applicants and the public for the purpose of providing information and assistance concerning employment, recruitment, transfers, personnel records, and leaves.
•Conducts employee orientation (e.g. introducing personnel, payroll, employment Benefits, policies, assisting with enrollment forms, etc.)
•Ensures effective and appropriate policies and procedures are followed (e.g. processing of personnel actions, including new hires, transfers, promotions, termination, and completion of state reports)
•Arrange and evaluates the effectiveness of training sessions and programs for the purpose of determining whether changes need to be made to ensure appropriate skills development.
•Monitors and complies with personnel record keeping procedures (e.g. maintaining personnel files (applications, reference checks, transcripts)
•Participates in meetings that involve a range of issues (e.g. personnel actions, regulatory requirements, actions involving outside agencies, inter-department needs, etc.) for the purpose of developing recommendations and/or supporting other staff.
•Prepares a variety of reports and related documents (e.g. verification requests of employment, folders, paperwork, announcements of vacancies, personnel transactions for inclusion in the monthly Board packets, for the purpose of providing documentation and information to others.
•Responds to written and verbal inquiries from a variety of internal and external sources for the purpose of resolving problems, providing information and/or referring to appropriate personnel
•Conduct and attend employees investigations
•Responsible for employee’s attendance and dress code compliance
•Working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures;
•Promoting equality and diversity as part of the culture of the organization;
•Liaising with a wide range of organizations involved in areas such as race relations, disability, gender, age, religion and health and safety;
•Recruiting staff: this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting candidates Plans, organizes and directs the activities and staff of the Human Resources Department, including, classification and compensation, employee benefits, environmental, health and safety, organizational development and training, payroll, labor relations, affirmative action, and risk management. Work involves the application of professional knowledge and personal judgment
•Advising on pay and other remuneration issues, including promotion and benefits;
•Undertaking regular salary reviews;
•Negotiating with staff and their representatives on issues relating to pay and conditions;
•Administering payroll and maintaining records relating to staff;
•Listening to grievances and implementing disciplinary procedures;
•Developing, with line managers, HR planning strategies, •Planning and sometimes delivering training, including inductions for new staff;
•Analyzing training needs in conjunction with departmental managers. .
•Manages the development and implementation of Human Resources department, goals, objectives, policies and priorities for each function.
•procedures; meets with staff to identify and resolve problems.
•Negotiates with insurance companies, or agencies
•Responsible for conducting wage surveys within labor markets •
Responsible for records of personnel transactions such as hires, promotions, transfers,
performance reviews, and terminations.
using a range of office software, including email, spreadsheets and databases;
•managing filing systems;
•developing and implementing new administrative systems, such as record management;
•recording office expenditure and managing the budget;
•organizing the office layout and maintaining supplies of stationery and equipment;
•maintaining the condition of the office and arranging for necessary repairs;
•organizing and chairing meetings with your staff - in lower paid roles this may include typing the agenda and taking minutes,
•overseeing the recruitment of new staff, sometimes including training and induction;
•ensuring adequate staff levels to cover for absences and peaks in workload, often by using temping agencies;
•carrying out staff appraisals, managing performance and disciplining staff;
•delegating work to staff and managing their workload and output;
•promoting staff development and training;
•implementing and promoting equality and diversity policy;
•writing reports for senior management and delivering presentations;
•responding to customer enquiries and complaints;
•reviewing and updating health and safety policies and ensuring they are observed;
•arranging regular testing for electrical equipment and safety devices;
•attending conferences and training
Strategic Management Recruitment Training & Development Comp. & Ben HRIS Labor Law