Human Resources Generalist

Overview

Under the general supervision of the Director of Human Resources, and as an integral part of the team and the company, the Human Resources Generalist plays a vital role in supporting the Human Resources department with its day-to-day operations. This position is responsible for assisting, overseeing, and administering a wide range of HR responsibilities while demonstrating courteous and cooperative behavior in a manner that promotes a harmonious and effective workplace environment.

ESSENTIAL FUNCTIONS (may include but are not limited to):

• Payroll:Processes payroll and taxation forms.Maintains employee data, handling payroll questions and completing any other tasks necessary for monitoring and overseeing the payroll process.Conducts audits of payroll, benefits, and other HR programs, and recommends corrective actions.Assists with the research and review of compensation trends and best practices in order to structure current and future compensation.
• Benefits:Administers employee health and welfare plans, including enrollments, changes, and terminations, as well as addresses plan questions and claims resolution.Acts as a liaison between employees and insurance providers.Ensure accurate and timely documentation.
• Employee Relations:Maintains positive employee relationships by facilitating discussions and providing guidance to managers and employees while ensuring compliance with employment laws. Offers clear and concise interpretations of the company policies, ensuring that all stakeholders understand the policies and their application.Facilitates initiatives to foster a positive employee relations environment that aligns with the company’s mission and organizational values.
• Training and Development:Identifies HR compliance training needs and training gaps in close cooperation with the HR Director. Assists in conducting the training accordingly.Ensures document compliance with mandatory and non-mandatory training, continuing education, licensing, and work assessments.
• New hire Onboarding:Conducts new hire onboarding activities, including background checks, employee eligibility verifications, and new hire employee set up.Conducts new hire and benefits orientations.
• Compliance:Maintains knowledge of trends, best practices, regulatory changes related to human resources and employment law.Stays abreast on employee-related legislative and regulatory changes and/or developments for tracking and reporting purposes.Ensures changes to regulations are restructured within the HR systems, policies, and practices.
• Assists Recruiter as needed to ensure continuity with the recruiting process.
• Recommends new approaches, policies, and procedures to improve efficiency and enhancement of services.
• Assists with termination and off boarding administration activities.
• Assist with the performance management process by coaching, educating, and providing feedback to managers.
• Plans, organizes, and facilitates employee activities and recognition programs.
• Nights and weekends are generally not required but may occasionally be necessary with little or no advanced notice.

ESSENTIAL QUALIFICATIONS

• Bachelor's degree in Human Resource Management or a related field.
• Minimum of four (4) years of relevant Human Resources experience.
• Proficiency with MS Outlook, MS Excel, MS Word, and MS PowerPoint.

REQUIRED KNOWLEDGE, ABILITY, AND SKILLS

• Ability to work cooperatively and collaboratively with all levels of employees, management, and clients.
• Ability to organize work, set priorities, meet critical deadlines, and follow-up on assignments with minimal supervision.
• Ability to maintain strict confidentially and protect privileged client and/or employee information and documents appropriately.
• Ability to work calmly and effectively in a high-volume office environment under pressure of heavy deadlines.
• Knowledge of applicable laws, codes and regulations.
• Knowledge of correct English usage including spelling, grammar, punctuation, and vocabulary.
• Ability to evaluate and analyze administrative concerns and determine alternative courses of action and present recommendations.
• Ability to compose correspondence and other projects from brief instructions.
• Ability to use tact, discretion, initiative, and independent judgment in establishing and maintaining cooperative, effective, and productive professional working relationships with all encountered in the course of work and within established guidelines and policies.
• Strong ability to maintain professionalism while dealing with sensitive issues and sound judgment coupled with sensitivity toward organization impact.
• Ability to effectively organize and maintain records.
• Demonstrated ability to compose business letters, reports, and finalize agenda items using correct grammar, punctuation, spelling, and format.

LICENSURE

• Valid drivers’ license and maintenance of satisfactory driving record.

SUPERVISORY RESPONSIBILITIES

There are no supervisory responsibilities associated with this position.

ENVIRONMENT

Work usually takes place in a clean, pleasant, and comfortable office setting.

PHYSICAL REQUIREMENTS

While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit for long periods of time. The employee is occasionally required to stand; walk; use hands to finger, handle or feel; reach with hands and arms; climb or balance; and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to ten (10) pounds and occasionally lift and/or move up to 40 pounds. Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus.

TOOL/PERSONAL PROTECTIVE EQUIPMENT REQUIREMENTS

Not applicable.

DISCLAIMER

This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required for this job. Management reserves the right to make adjustments and/or assign or reassign any portion of this job description at any time with or without notice.

EQUAL EMPLOYMENT OPPORTUNITY EMPLOYER

AVCON, INC. provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, AVCON complies with applicable state and local laws governing nondiscrimination in employment at every location in which the company has facilities. This policy applies to all terms and conditions of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

AVCON expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of AVCON’s employees to perform their job duties may result in discipline up to and including discharge.

Founded in 1988, AVCON, INC. (AVCON) serves the aviation, facilities, transportation, and development industries and employs over 120 professionals with expertise in all aspects of aviation planning and design; civil, structural, electrical, mechanical, and plumbing engineering; fire protection design; utilities coordination and design; traffic planning and highway design; and a full array of design and construction support services. AVCON has built its reputation on delivering innovative and practical engineering solutions to clients, blending economic, sustainable, and technological elements into each project. Whether working on a building facility, roadway, or airfield, AVCON offers high-level technical expertise based on more than three decades of hands-on experience ensuring the job is done right the first time. AVCON prides itself on partnering with clients in Transforming Today’s Ideas into Tomorrow’s Reality.

NOTICE TO THIRD PARTY AGENCIES: Please note that AVCON does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Recruitment Fee Agreement, AVCON will not consider or agree to payment of any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without a previously signed agreement, AVCON explicitly reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, are deemed to be the property of AVCON.

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