Overview
The Human Resources (HR) Generalist is responsible for delivering NFI Human Resources policies, programs, and talent acquisition practices on behalf of assigned locations. A successful HR Generalist will have a passion to collaborate with the hiring managers, attract candidates using various sources and ensure we retain the best employees, while growing a strong talent pipeline. This position has a focus on activities such as recruiting, employee relations, training, onboarding, project work and HR related support tasks. May have a stronger focus on talent acquisition (recruiting) per site location. This role will collaborate with Corporate HR functional areas, Hiring Managers and members of the Talent Acquisition team. The HR Generalist reports to Human Resources management and is expected to maintain dotted line relationships with Talent Acquisition and with the leaders they support.
Responsibilities
- Collaborates with HR colleagues on cross-functional initiatives to help implement new HR programs, processes and policies.
- Provides exceptional customer service with regard to day-to-day HR opportunities and inquiries on policies, procedures and processes.
- Conduct employee onboarding and help organize training & development initiatives
- Creates reports in association with business to help analyze retention issues, including headcount management and various transactions.
- Utilizes NFI onboarding tools to support leaders in effective start up of new employees.
- Participates with the team in the implementation of workforce and talent management programs across client groups.
- Discusses employee relations issues including investigating complaints and provides guidance on day-to-day issues to managers
- Promotes HR programs to create an efficient and conflict-free workplace.
- Ensures facilities comply with labor regulations (federal, state, local) and NFI regularly accepts policies/procedures
- Performs other continuous improvement project work as required and assigned.
- Review and analyze data relevant to assignments and in the course of fulfilling normal HR related tasks.
- Organize and conduct orientation for building employees.
- Interviews with managers for front line management roles.
- Attend job fairs, recruiting events, and interviews for hourly employees.
- Actively support company-wide Diversity & Inclusion programs and initiatives, assisting site management and collaboration with HR colleagues to manage, communicate, and administer various D&I policies and programs.
- This includes the support of employee resource groups.
Qualifications
- Bachelor Degree in HR or business related field, preferred
- 1-3 years proven experience as an HR with a strong focus on recruitment activities
- HR experience should demonstrate knowledge of applicable state and federal regulations on employment laws, recruitment practices, employee relations, training, and onboarding.
- Proficient in the use of MS Office products, Google Suite Programs, HRIS and ATS systems (such as Ultipro).
- Desire to work as a team with a results driven approach with a high degree of professionalism, maturity and confidentiality to meet shared objectives.
- Ability to cultivate relationships that generate a positive perception of NFI
- Respectfully expresses opinions and supports difficult decisions. Develops and delivers communications (verbal and written) that convey a clear understanding of the audience's needs.
- A true customer focus mindset.
- Adaptable and flexible: Ability to deal with ambiguity, tight timelines, and multiple priorities, in a fast-moving, constantly changing environment.
- Can exercise good judgment and demonstrate a diplomatic and open-minded approach.
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)
Profit Center
PC-255
