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Rite of Passage HR GENERALIST - ORR in Queen Creek, Arizona

Description

ESSENTIAL FUNCTIONS:

  • Consults with supervisory staff regarding coaching and supervision of employees, hiring and

    pay practices and company policy.
  • 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.

  • Conducts internal investigations as needed.

  • Reviews background check issues and follows up with state licensing/oversight agencies for resolution.

  • Oversees compensation policies and procedures.

  • Reviews and evaluates reward and recognition programs.

  • Evaluates/approves requests for Family and Medical Leaves in accordance with policy and Federal Law.

  • Responsible for hiring, evaluations, commendations, reprimands and dismissals, reviews and approves time and attendance.

  • Periodically reviews and revises position descriptions as needed. Revisions and new descriptions are submitted to the Corporate Office for review and approval.

  • Prepares responses to requests for information from the EEOC, DOL and other governmental agencies.

  • Researches/evaluates, recommends/implements new processes and systems to ensure the goals and objectives of the HR department and the company are met.

  • Assists with all recruiting efforts including on and off-site job fairs.

  • Develops and oversees the implementation of recruitment and retention plans.

  • Establishes, implements and monitors all pre and post hiring activities. Makes recommendations to

department managers for hiring, terminations and disciplinary action.

  • Reviews and approves terminations and other personnel actions.

  • 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: HR scorecard, new hire reporting,

driver eligibility, evaluations due and medical tests due, termination forms, position control roster, shift

assignments, pending background clearances, etc.

  • 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.

  • Attends and participates in staff development meetings, office meetings, HR weekly conference calls and other site meetings as required.

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.

  • Bilingual in Spanish and English highly 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.

Qualifications

Education

Required

  • Bachelors or better in Human Resource Administration

Preferred

  • Masters or better

Experience

Required

  • 2 years: Employee relations

Preferred

  • 2 years: Federal / State Employment law

  • Training

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)

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