Senior Human Resources Generalist

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Job Summary

Provide human resource support to the Opportunity Center Incorporated (OCI) Regional Office. The Sr. HR Generalist will focus on employee relations investigations and conflict resolution, coaching management on legal compliance and ensuring accuracy and timeliness of all documentation and administration of employee data changes within the HRIS. The Sr. HR Generalist will assist in recruiting and completing hiring transaction in the HRIS, Workday .

Primary Duties

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. These duties and responsibilities will be rated on the Annual Performance Review.

Recruitment

• Ensure that all additional state(s) required background requirements have been successfully completed for all OCI direct care staff new hires accordingly.
• Assist in recruitment for OCI position postings/advertisements and obtain budget approval for new positions.
• Assist hiring managers in interviewing candidates, making selections, including all transfers and promotions, and extend job offers for positions. Validate all screening steps have been completed and all results meet the standards for the position.

HRIS Transactions

• Ensure new work site and manager are prepared for new hire, including plans for first day of work, site keys or access, and phone, if applicable.
• Process HRIS transactions in Workday accurately and in a timely manner.
• Review and approve employee letters of offer, transfer, or promotion.
• Coordinate the completion of all necessary on-boarding and integration materials and documents for new hires, rehires, transfers, and promotions.

Compliance

• Ensure current job descriptions are assigned on each employees record and updated as necessary and as notified by managers. Ensure affected employees receive new job descriptions once approved.
• Ensure compliance with corporate policies, standard operating procedures (SOPs), and HR laws.
• Run weekly report of HR list and rectify any identified error(s). Process all HRIS requests in Workday. Ensure compliance with AbilityOne, and Service Contract Act (SCA) regulations, Collective Bargaining Agreement (CBA) and ServiceSource’s policies, also ensure timely enrollment of benefits is completed by new hires within 30 days of hire.
• Ensure timely termination of employees who have separated from the organization Employee Relations: Provide focused level employee relations support, including complex issues such as layoffs, terminations, harassment or discrimination complaints, and employee performance improvement plans.

Employee Relations

• Provide focused employee relations support, including complex issues such as layoffs, terminations , harassment or other forms of discrimination complaints, and employee performance improvement plans (PIPs).
• Assist with routine HR audits and compliance audits.
• Conduct site visits.
• Brief employee relations complaints and investigations with Regional Director, Human Capital Management in a timely manner and an ongoing basis.
• Conduct fact finding investigations upon receipt of an employee relations issue/concerns and

Additional Responsibilities

• Facilitate processing of requests for benefit programs, including tuition reimbursement, leave donations programs and submit them to the Benefits and/or Payroll Department for final approval and processing.
• Perform other responsibilities as assigned.
• Conduct exit interviews.
• Communicate ServiceSource’s policies and procedures consistently, clearly, and objectively.
• Proactively reach out to managers regarding corporate needs, work environment concerns and increased employee development.
• Coach managers and leaders on the implications of transferring/promoting/demoting employees from one position to another, regarding wages, benefits, performance expectations, timelines, HRIS actions, and any costs that may result from such decisions.
• Lead the maintenance of confidential personnel files and benefits records in accordance with the organization’s policies and HR laws.

Qualifications: Education, Experience and Certification(s)

• Valid driver’s license and/or access to reliable transportation to perform work-related travel required. Eligible drivers must have a good motor vehicle record (MVR).
• Bachelor's degree in Human Resources or a related discipline and two to four years Human Resources experience or minimum five years management or leadership experience required. Additional four years of related work experience may substitute for a related bachelor’s degree.
• HR certification preferred or ability to obtain within one year.

Knowledge, Skills, And Abilities

• Ability to communicate effectively with executives and senior leadership.
• Strong computer skills to include proficiency with Microsoft Office software, specifically Word and Excel.
• In depth knowledge of human resources laws and corresponding compliance requirements required including: FLSA, FMLA, SCA, COBRA, EEO/AAPs, ERISA, and HIPAA.
• Ability to conduct all work with high sense of confidentiality, accuracy, and professionalism.
• Ability to work effectively in a fast-paced work environment.
• Ability to Inspire, coach, and lead a team.
• Ability to communicate in a confident, clear, and professional manner, verbally and in written communications.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is required to sit, talk, and hear. Specific vision abilities required include close vision, distance vision, depth perception, and ability to adjust focus. The employee is required to walk around and within an office setting. The employee may occasionally lift or move office supplies, up to 50 pounds.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

What We Offer – for Benefit Eligible Employees May Include:

Because ServiceSource hires the best people, we work hard to provide benefits that make their lives better, so we offer a comprehensive benefit program which features:

• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution.
• Health coverage for you and your family through Medical, Dental, and Vision plans.
• A generous paid time-off program in which the benefits increase based on your tenure with the company.
• To help you manage your work and life needs, we offer an Employee Assistance Program, Wellness Program, and Tuition Assistance.
• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance.
• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars.

ServiceSource is committed to hiring and retaining a diverse workforce. We are an Equal Opportunity and Affirmative Action Employer, making decisions without regard to race, color, religion, sex, national origin, age, veteran status, disability, or any other protected class. If accommodation is needed in the application process, arrangements can be made with the local regional office http://www.servicesource.org/contact-us.We are an E-Verify Employer and a drug-free workplace. Pre-employment background checks are required for all employment positions.

PAY TRANSPARENCY POLICY STATEMENT:

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