Hr Generalist (Wells, Me)

Purpose
The HR Generalist facilitates employment matters across a wide range of HR functional areas including employee relations, leaves of absence, onboarding, training, and policy compliance. Also focuses on change management, succession planning, performance management, and career development programs.
Job Responsibilities And Accountabilities

• Review and respond to unemployment claim with appropriate documentation and unemployment statements
• Research associate complaints / issues – resolves or escalates
• Act as liaison between employees and insurance providers and resolves benefits-related issues
• Tracks program compliance (i.e., FMLA, LOA, sexual harassment claims, code of conduct)
• Work with Hiring Managers on full-cycle recruitment initiatives.
• Tracks HR Metrics (i.e., exit interviews, service levels– Payroll / HR administration, sick bank accruals)
• Facilitates onboarding, compliance training, HR policies and procedures communication, and management development training
• Manages personnel files – ensures records are complete and accurate (paper / imaged)
• Serve as a link between management and employees by handling questions, interpreting, administering contracts, and helping resolve work-related problems.
• Oversees service award program administration and event
• Ensures personnel actions are processed timely and accurately (i.e., new-hire, transfers, promotions, and terminations)
• Primary point of contact for Hotline calls
• Recommends improvements from analysis of HR metrics and / or observation of HR processes
• Answers associate and management questions regarding HR Policies
• Research, resolves, or escalates issues related to payroll, vacation, leave, and / or benefits
• Serve as a link between management and employees by handling questions, interpreting, administering contracts, and helping resolve work-related problems.
• Coordinates and / or deliver New Associate Orientation (NAO)
• Work with Hiring Managers on full-cycle recruitment initiatives.

HR Generalist II

• Focuses on moderately complex Human Resources issues, problems or projects such as coordinating recruiting/selection, turnover analysis/retention, data analysis, store visits with management, and store associates relative to career concerns and/or skill development.
• Additional Job Responsibilities and Accountabilities?

_Job Requirements_
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Relevant Experience, Education, Certification, Knowledge, Skills And Abilities

• Knowledge of HR from any of the following: college coursework, trainee situation, hourly HR support work or similar work/professional experience.
• Good written and verbal communication skills.
• The ability to motivate and work with and through others to achieve desired results.
• College degree in HR business related field, behavioral sciences preferred but not required
• Possess analytical, assessment, program execution and facilitation skills.
• Proven planning, organizing, and leadership skills.
• Ability to maintain effective business relationships within all areas of the company and the ability to work with all levels of associates.

HR Generalist II

• 3+ plus years management experience and a fundamental knowledge of Human Resources concepts, practices and procedures typically gained through 3+ years applicable Human Resources experience.
• May be new to Human Resources but has knowledge of Human Resources through past experiences in former jobs, i.e., Store Director or Co-Manager.

Physical Environment

• Incumbent may sit for long periods of time at desk or computer terminal.
• Most work is performed in a temperature-controlled office environment.
• Incumbent may use calculators, keyboards, telephone, and other office equipment in the course of normal workday.
• Stooping, bending, twisting, and reaching may be required in completion of job duties.

The above statements are intended to describe the general nature of the work performed by the employees assigned to this job. All employees must comply with Company policy and applicable laws. The responsibilities, duties and skills required of personnel so classified may vary within each department and/or location.
Albertsons Culture Principles
Compassion: