Corporate human resources recruiter vs human resources generalist

Differences between corporate human resources recruiter and human resources generalist duties and responsibilities

Corporate human resources recruiter example responsibilities.

• Schedule interviews with managers booking conference rooms and manage conflicting schedules and calendars.
• Navigate HRIS and the PeopleSoft database to open and close requisitions and to on-board new employees.
• Maintain HRIS system and update Paychex benefits management system.
• Gain hands-on skills in gracefully promoting diversity, resolving complex payroll issues, facilitating multiple staff changes and establishing attendance guidelines.
• Ensure compliance with all legal aspects of recruiting function, AAP, OFCCP.
• Save various business units in recruiting costs by proposing and coordinating Skype interviews for remote and international candidates.

Human resources generalist example responsibilities.

• Manage any payroll-relate issues/questions with ADP directly and communicate resolutions to employees.
• Manage administration and compliance of benefit programs, including FMLA and educational assistance programs.
• Perform all benefits processing and payroll functions including coordinating and performing employee benefit eligibility and open enrollment activities.
• Partner with the corporate compensation Sr.
• Assist with the planning and implementation of KRONOS the organization's HRIS system.
• Compile data; prepare and present material in PowerPoint presentations for staff meetings.
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