Human factors specialist vs human resources generalist

Differences between human factors specialist and human resources generalist duties and responsibilities

Human factors specialist example responsibilities.

• Reformat and manage team SharePoint page on support unit portal, providing increase accessibility and distribution of team products.
• Integrate efforts on actions and programs where joint OPM functional effort are necessary to accomplish recruitment and enhance organizational effectiveness.
• Process arrears payments for employees on LOA or FMLA and other leave as applicable.
• Coordinate leaves of absence with appropriate laws such as FMLA, work comp and ADA.
• Categorize non-exempt and exempt positions according to FLSA.
• Research methods include surveys, questionnaires, laboratory experiments, usability testing, task analyses, prototyping, and human-in-the-loop simulations.
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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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