Top Human Resources Generalist Skills

Below we've compiled a list of the most important skills for a Human Resources Generalist. We ranked the top skills based on the percentage of Human Resources Generalist resumes they appeared on. For example, 9.4% of Human Resources Generalist resumes contained Income Tax Returns as a skill. Let's find out what skills a Human Resources Generalist actually needs in order to be successful in the workplace.

The six most common skills found on Human Resources Generalist resumes in 2020. Read below to see the full list.

1. Income Tax Returns

high Demand
Here's how Income Tax Returns is used in Human Resources Generalist jobs:
  • Processed inter-company invoices (Japan, South Africa, etc; also income tax returns.
  • Liaised with tax division of public accounting firm to complete federal and state income tax returns.
  • Prepare Federal and State income tax returns for individual and small business clientele.
  • Assisted Corporate Controller in preparation of income tax returns.
  • Assisted with personal and business income tax returns preparation.
  • Reviewed annual income tax returns for accuracy and discrepancies.

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2. Disciplinary Procedures

high Demand
Here's how Disciplinary Procedures is used in Human Resources Generalist jobs:
  • Coached managers through the termination process along with disciplinary procedures; conducted exit interviews to identify reasons for employee termination.
  • Developed standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.
  • Coach and advise all levels of management on salary negotiations, disciplinary procedures, professional development and training matters.
  • Updated new hire orientation covering issues including disciplinary procedures, code of conduct, compliance policy and benefits information.
  • Reviewed and approved personnel actions related to formal disciplinary procedures; ensured compliance with policy and federal/state laws.
  • Developed standardized disciplinary procedures and a tracking system that mitigated legal risk by helping ensure consistency and fairness.
  • Coached management through employee relations events, including disciplinary procedures and terminations, in a unionized manufacturing environment.
  • Assisted management with disciplinary procedures and tracking system reducing legal risk and ensuring consistent and fair discipline processes.
  • Co-developed policies and procedures manual for disciplinary procedures, code of conduct, FMLA policy and benefits administration.
  • Provided management with guidance and direction by interpreting policies and reviewing proper disciplinary procedures in accordance company policy.
  • Investigated all behavioral complaints in compliance with established hourly disciplinary procedures to attain desired behavior and performance.
  • Coached managers to effectively manage employee performance by applying appropriate disciplinary procedures and implementing corrective action plans.
  • Produced employee documentation that included disciplinary procedures, code of conduct, FMLA policy and benefits information.
  • Developed and implemented performance management policies, equal opportunity guidelines, disciplinary procedures and absence management guidelines.
  • Advised managers on the organization's policies and disciplinary procedures to be applied during management operations.
  • Experienced in employee counseling, administering disciplinary procedures, contract negotiations/administration, legal issues and compliance.
  • Developed and implemented employee handbook containing organizational policies, codes of conduct and disciplinary procedures.
  • Monitored and suggested disciplinary procedures for staff in compliance with employment law and company policy.
  • Consulted with Managers to resolve employee behavioral problems and ensured consistent disciplinary procedures were applied.
  • Designed Affirmative Action Plan to enforce disciplinary procedures from counseling up to and including termination.

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3. Personnel Files

high Demand
Here's how Personnel Files is used in Human Resources Generalist jobs:
  • Managed personnel files and any other HR-related administrative management, in a high quality confidential manner.
  • Created/processed new hire personnel files and audited files for missing/expired certifications and employee personnel forms.
  • Maintained confidentiality and security of approximately 20 high level personnel files at all times.
  • Developed organizational and managerial strategy for active/terminated personnel files, EEOC and I-9 documents.
  • Maintained personnel files, including medical statements, disciplinary action documents and performance appraisals.
  • Audit agency personnel files for required documents; responsible for completion and accuracy.
  • Reorganized personnel files, created job descriptions, and implemented quality improvement processes.
  • Maintain and oversee licensing/personnel files to ensure compliance within state regulations.
  • Created personnel files and managed all employee documentation in company database.
  • Maintained personnel files and other routine administrative duties as required.
  • Maintained confidential personnel files, payroll records and company correspondence.
  • Maintained all personnel files and documents within HIPAA confidentiality standards.
  • Audit personnel files to ensure compliance accordance to operating procedures.
  • Administered and maintained personnel files including new hires and terminations.
  • Maintained personnel files in accordance with legal and licensing requirements.
  • Converted paper only personnel files to a computerized system.
  • Performed audit of personnel files for accuracy and completeness.
  • Tracked disciplinary action and documented to personnel files.
  • Maintained active and inactive associate personnel files.
  • Maintained and updated all confidential personnel files.

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4. Job Descriptions

high Demand
Here's how Job Descriptions is used in Human Resources Generalist jobs:
  • Monitored hourly performance evaluations, updated job descriptions, conducted wage surveys, and identified training opportunities & solutions.
  • Develop appropriate job descriptions and maintain a database for online access to job descriptions and compensation information.
  • Analyzed and developed accurate job descriptions to streamline work processes and accountability and to identify training needs.
  • Reviewed and discussed approved personnel requisitions and job descriptions with hiring managers to determine job specific requirements.
  • Coordinated and facilitated vacancy openings, interviewed potential employees and developed job placement ads and job descriptions.
  • Prepare job descriptions and evaluate jobs using established evaluation system and based on manager input.
  • Maintain and update job descriptions and performance appraisal systems; facilitate annual performance evaluations.
  • Managed job descriptions/performance appraisals to ensure accurate, consistent formats that met regulatory compliance.
  • Assisted Compensation team in new salary structure development by collecting and evaluating job descriptions.
  • Partnered with management to develop job descriptions, compensation analysis, and performance standards.
  • Created position justifications and developed job descriptions and posted job descriptions for recruiting.
  • Streamlined recruitment strategies, developed job descriptions and facilitated background and reference checks.
  • Implemented and annually updates compensation program including rewrite job descriptions as necessary.
  • Composed job-offer letters, job descriptions, organizational charts and operations calendars.
  • Assist in writing company policies and developing job descriptions and operational procedures.
  • Administered Divisional job classification program, which included preparation of job descriptions.
  • Developed job descriptions for new and revised positions using job analysis techniques.
  • Managed performance appraisal processes, revised/created job descriptions and company handbooks.
  • Assist management with job descriptions and preparation of industry related audits.
  • Conducted job analysis, salary surveys and developed/revised job descriptions.

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5. Fmla

high Demand
Here's how Fmla is used in Human Resources Generalist jobs:
  • Processed claims regarding short-term disability, long-term disability, Workers Compensation, FMLA and unemployment.
  • Mentored coordinator in reducing intermittent FMLA usage through management and implementing second opinions.
  • Track FMLA eligibility and assure that employees provide appropriate documentation.
  • Audited and approved necessary documentation to cover FMLA/FLSA leave requests.
  • Administered FMLA/disability, retirement, and workers compensation claims/benefits.
  • Provided assistance to employees with FMLA, short term disability, and long term disability forms, process, and questions.
  • Managed life cycle of all benefit claims (STD/LTD, FMLA, worker s compensation, LOA) and claims resolution.
  • Worked with administration and supervisors to manage FMLA, FSWP and LOA to reduce abuse and ensure staffing in critical areas.
  • Processed Workman's Comp claims, FMLA claims, DHS claims, Unemployment Claim information, and Insurance for new hires.
  • Processed all personnel changes related to pay increases, FMLA, new hires and terminations for multiple locations using PeopleSoft HRMS.
  • Processed payroll using ADP software, coordinated and assisted with insurance enrollments and questions, and administered FMLA and Workers Compensation.
  • Managed company compliance with regulations and demands of OSHA, ADA, FMLA, Worker's Compensation, and Unemployment.
  • Administer and coordinate employee leave requests on case by case basis, including FMLA, worker comp and disability leave.
  • Assisted with benefit administration (health insurance, FMLA, disability) and handled all auto and/or workers compensation claims.
  • Helped to Write employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.
  • Execute administrative tasks surrounding COBRA, HIPAA, FMLA, CFRA, and ADA regulations, and benefits open enrollment.
  • Key Accomplishment: The corporate HR office was struggling to keep up with managing FMLA across sites as it grew.
  • Administer and process employee benefits, COBRA, FMLA and disability to ensure seamless services are provided to all employees.
  • Handle all benefits: medical, dental, vision, 401K, short and long term disability, FMLA.
  • Administered the enrollment and termination of medical insurance, life insurance, health insurance, FMLA, and COBRA.

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6. Benefits Administration

high Demand
Here's how Benefits Administration is used in Human Resources Generalist jobs:
  • Work closely with corporate office regarding workers compensation, benefits administration, annual evaluation process and other related personnel matters.
  • Perform benefits administration to include change reporting, approving new enrollments and employee updates and communicating benefits information to employees.
  • Consulted with management on disciplinary actions, benefits administration, software conversions, unemployment claims, and affirmative action goals.
  • Coordinated Benefits Administration, Benefits Open Enrollment, and resolved benefits questions/issues, including maintaining Benefits and HR databases.
  • Performed benefits administration to include enrolling, change reporting, terminations and communicating benefit information to over 200 employees.
  • Managed an office administrative staff of 3 while handling day-to-day responsibilities for recruiting, employee relations and benefits administration.
  • Managed benefits administration, working closely with insurance vendor for claims processing and accurate application of medical benefit coverage.
  • Authored comprehensive employee manual encompassing disciplinary procedures, code of conduct, FMLA policy, and benefits administration.
  • Project lead for the implementation and conversion to Benefits Harbor, an integrated software solution for benefits administration.
  • Performed benefits administration to include claims resolutions, annual re-evaluation of policies for cost effectiveness and information activities.
  • Manage benefits administration, employee relations, sexual harassment investigations, coaching and counseling, and performance evaluations.
  • Facilitated new hire orientation - including benefits administration, policy interpretation, and company compliance training and overview.
  • Coordinated benefits administration, handled workers compensation and disability claims, family medical leave, and safety compliance.
  • Performed benefits administration to include claims resolution, change reporting, and communicated benefit related information to employees.
  • Managed various HR processes including, payroll administration, benefits administration, leave administration and HR process improvement.
  • Managed generalist duties including recruiting, retention, benefits administration, timekeeping, payroll and expense reconciliation.
  • Process Administration - successfully conducted benefits administration, new hire orientation and hosted/coordinated annual business unit orientation.
  • Orchestrated daily operations including benefits administration, employee relations, policy and procedure development and compensation negotiations.
  • Assist the departmental managers/supervisors with policy and benefits administration, training, workers compensation, and safety.
  • Assisted with policy making, competency mapping, performance appraisals, employee motivational activities and benefits administration.

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7. Hris

high Demand
Here's how Hris is used in Human Resources Generalist jobs:
  • Supervised Human Resources Coordinator, including training on payroll, benefits, recruiting, HRIS software and departmental responsibilities
  • Maintained HRIS database information and worked closely with accounting department for payroll purposes.
  • Leveraged HRIS system knowledge to prepare confidential material for budgets and Company Reorganizations.
  • Maintain and update HRIS database to meet organizational regulations and process required matrix.
  • Maintained HRIS records and compiled reports from database for day-to-day utilization.
  • Facilitated implementation of new, upgraded HRIS technology.
  • Maintained necessary information in HRIS databases as required.
  • Completed employment verification requests by utilizing HRIS.
  • Investigated and initiated HRIS integration project.
  • Implemented continuous HRIS process improvements.
  • Maintained HR Information System (HRIS) to ensure correct data entering, and processing of 2nd and 3rd job codes.
  • Maintained the entire HRIS/HRMS CostPoint/NuView systems, inputting all changes and new information, as well as managing payroll data integrity.
  • Managed a broad range of HR functions including benefits enrollment and administration, HRIS data base administration and personnel file management.
  • Collect and audit status change documentation and ensure information is processed accurately and timely into the HRIS and other required systems.
  • Supervised staff of five specialists (Benefits, Payroll, Records, HRIS), including providing backup for all functions.
  • Entered new employee information and status changes for existing employees as required using HRIS System and any appropriate vendor tools.
  • Manage and maintain employee records in HRIS including processing new hires, terminations, benefit enrollments, and all updates.
  • Assume leadership roles in many situations, including becoming the go-to individual for implementing the new HRIS (SAP).
  • Worked as the HR coordinator for the transition from the legacy HRIS software to SAP for HR and timekeeping.
  • Researched and implemented a new payroll, HRIS system, resulting in a 3% savings to the Company.

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8. Workers Compensation

high Demand
Here's how Workers Compensation is used in Human Resources Generalist jobs:
  • Provided informational and statistical data to all Authority departments on request for, e.g., retirement application and Workers Compensation purposes.
  • Worked closely with the insurance company for Workers Compensation and Disability and sick/injured employee to facilitate their timely return to work.
  • Maintained employee records accurately and handled all insurance claims to completion; including workers compensation, disability and unemployment insurance claims.
  • Assist in managing associate leaves to assure proper application of benefit plan provisions, workers compensation regulations, policy administration.
  • Participate in union grievances, labor management meetings and initiate accident and incident investigations for disciplinary actions and workers compensations.
  • Report and review injury reports related to workers compensation, also manage workers compensation claims and conduct workplace investigations.
  • Negotiated commercial/professional insurance to better protect the company from liabilities such as workers compensation, technology coverage, etc.
  • Handled Workers Compensation claim administration, OSHA reporting, and safety education including functioning of active safety committee.
  • Administer Workers Compensation process, including filing accident reports, communication with providers, and ongoing case management.
  • Determined eligibility; processed all enrollments, terminations, workers compensation, unemployment and short/long-term disability claims.
  • Investigated workers compensation accidents, prepared reports for insurance carrier and reported updates from physicians as received.
  • Increased commitment to and created complete transitional duty program resulting in lowered lost work days/workers compensation costs.
  • Reduced company's workers compensation insurance expenses by analyzing claims and determining extent of company liability.
  • Leverage expertise in Safety and Workers Compensation to ensure proper management of internal cases.
  • Delivered reduction in workers compensation accidents by recommending changes to workstations and processes.
  • Testified as a company representative for Workers Compensation claims and other litigated cases.
  • Administer and implement Cobra, Commuter Benefits, Workers compensation and Disability insurance.
  • Company representative for any unemployment or workers compensation issues that involved court appearances.
  • Managed periodic compensation and wage adjustments, handled workers compensation and unemployment cases.
  • Conducted research on personnel claims concerning benefits, Workers Compensation and unemployment.

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9. Performance Management

high Demand
Here's how Performance Management is used in Human Resources Generalist jobs:
  • Analyzed and renegotiated company benefits; revised company policy manual; initiated and developed a performance management system for exempt employees.
  • Communicate routinely with all levels of organization regarding policies, procedures, performance management, including employee evaluations, and benefits.
  • Administered Performance Management Program, implementing enhanced tools, measurements and guidelines; trained and coached managers for consistency and compliance.
  • Provide consultation and support on performance management, talent management, and organizational development processes required to support the businesses.
  • Provided manager and supervisors coaching and guidance in the areas of leadership development, performance management, and organizational structure.
  • Implemented performance management evaluations for approximately 1400 employees, requiring communication with management and staff regarding deadlines and overall process.
  • Led Division toward standard hiring and promotion practices and regular performance management to create a consistent and equitable atmosphere.
  • Provided interpretation and counseling on various employment topics such as performance management and general Human Resources policies and procedures.
  • Created presentations and trained management team in four facilities on performance management, performance appraisal, and conflict resolution.
  • Manage performance evaluation and merit increase process and assist employees and managers with questions related to performance management system.
  • Partnered with management in areas such as conflict resolution, performance management, organizational development and strategic planning activities.
  • Developed a new performance management system that included SMART goal setting and defined competencies for each classification.
  • Participated in performance management for all employees including counseling and disciplinary actions up to and including terminations.
  • Key participant in the development, implementation and training of new electronic recruitment and performance management systems.
  • Supported ongoing performance management through scheduling training, participating in Associate reviews and documenting all performed evaluations.
  • Counseled managers in employee relation, performance management, appraisal process and disciplinary procedures within regulatory guidelines.
  • Designed and implemented internal performance appraisal system, introduced on-line appraisal system and performance management interviews.
  • Counseled and trained management level and above on performance management, succession planning and change management.
  • Assist and counsel managers and employees regarding issues involving performance management, termination and conflict resolution.
  • Developed Employee Handbook, Performance Management Standards, assured required legal compliance with state/federal mandates.

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10. Open Enrollment

high Demand
Here's how Open Enrollment is used in Human Resources Generalist jobs:
  • Assist with organizing a positive benefit open enrollment, organized meetings and interfaced with vendors and representatives from the insurance companies.
  • Designed and administered benefits survey that identified associate issues with benefits in order to form a successful strategy for open enrollment.
  • Partnered with benefit providers and presented PowerPoint presentations to employees during yearly open enrollment for benefits to encourage mandatory enrollment.
  • Managed the implementation and administration of benefit plans for company facilities in 6 states and facilitated open enrollment meetings.
  • Managed open enrollment process, coordinated employee relations activities including annual service awards and quarterly employee appreciation activities.
  • Assisted in the development, administration and implementation of all benefit programs including open enrollments.
  • Full charge in benefit administration including organizing open enrollment unassisted and audit all insurance bills.
  • Managed new hire benefits orientation, open enrollment meetings, and other benefits-related activities.
  • Created and executed hands-on annual open enrollment project encompassing 27 locations across southern Afghanistan.
  • Administered benefits including renewal and open enrollment process, invoice reconciliation and enrollments/changes.
  • Conducted benefit administration for all newly hired employees and during open enrollment periods.
  • Provided advisory services to personnel on benefit changes and conducted open enrollment amendments.
  • Completed annual Open Enrollment process on-site and forwards information to Sector Benefits Representative.
  • Managed open enrollment annually and communicating closely with corporate on all benefit changes.
  • Coordinated and managed yearly open enrollment and educated new employees of benefit program.
  • Administered benefits, including processing open enrollment, and new hire/separation paperwork.
  • Administered benefits, coordinated open enrollment, and managed annual benefits renewal.
  • Distribute materials for benefit orientations, open enrollment and summary plan descriptions.
  • Championed the successful implementation of an on-line enrollment process during open enrollment.
  • Maintain current benefit information and facilitate enrollment calls and open enrollment training.

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11. Background Checks

high Demand
Here's how Background Checks is used in Human Resources Generalist jobs:
  • Initiated personnel actions such as recruiting, interviewing, verifying employment history including reference and background checks.
  • Managed and facilitated on-boarding process including drug testing, submitting background checks and document management.
  • Managed recruitment and selection process, interviewed candidates and conducted background checks.
  • Developed and maintain criminal investigation background checks on all potential employees.
  • Administered background checks to outsourcing company.
  • Coordinate background checks with investigating company.
  • Conducted background checks on all candidates as requested by the hiring manager, including reference, criminal background and credit checks.
  • Process background checks, drug screens and credit checks for New Hires and submit new hire packets for all new hires.
  • Screened potential new hires, to include drug screens and background checks; conducted new hire orientations with Distribution Center personnel.
  • Oversee all recruiting and staffing logistics including but not limited to conduct background checks, employment verification and drug testing compliance.
  • Coordinated offers, drug screens, physicals, background checks, and all documentation necessary to complete new hire file.
  • Create recruitment advertisements, recruit new employees, conduct background checks, complete employment verification, e-Verify and applicant tracking.
  • Recruited, screened, performed background checks, interviewed, coordinated job fairs, negotiated salaries and completed offer letters.
  • Maintained an Applicant Tracking System (Newton) for all candidates (as well as all background checks/drug screens).
  • Conduct new employee orientations, background checks, E-Verify, conduct employee relations counseling, terminations, and exit interviews.
  • Managed the hospital's volunteer program to include background checks, medical screenings, orientation and placement of all volunteers.
  • Manage full recruiting cycle including sourcing, recruiting, screening, interviewing, background checks, and new hire orientation.
  • Complete on-boarding process by scheduling and administering testing, scheduling interviews, performing background checks and processing new employees.
  • Certified in the state of California by the Department of Justice to roll fingerprints and run complete background checks.
  • Monitored DOT regulations/compliance, federal/state labor reporting, vendor relations for background checks, physicals, and drug testing.

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12. Exit Interviews

high Demand
Here's how Exit Interviews is used in Human Resources Generalist jobs:
  • Reconcile monthly insurance invoices, conducted exit interviews and new hire orientations, and analyzed information to make solid business decisions.
  • Conducted exit interviews, identified trends and risks and proactively informed personnel and senior business management and provided recommended solutions.
  • Conducted exit interviews and analyzed data and made recommendations to the management team for corrective action and continuous improvement.
  • Lead for employee termination process including documentation, exit interviews (including feedback to management) and separation agreements.
  • Conducted employee relations investigations, disciplinary action, and exit interviews; represented company during unemployment administrative hearings.
  • Conducted employee exit interviews, and utilized feedback/data to identify opportunities to enhance the work environment and culture.
  • Prepared employee separation notices and related documentation, and conducted exit interviews to determine reasons behind separation.
  • Generated demographic reports, prepared severance letters, tracked releases, input terminations and conducted exit interviews.
  • Conducted exit interviews on upper-level management positions; reviewed information received and made recommendations to management.
  • Manage employee off-boarding and conduct exit interviews of voluntary terminations; analyzed trends and recommended solutions.
  • Conducted exit interviews and provided senior management with analysis and recommendation to retain top talent.
  • Direct center liaison responsible for drafting procedural descriptions, conducting exit interviews, disciplinary investigations.
  • Coordinated termination process, conducted/coordinated exit interviews, and elevated and/or addressed any resulting issues.
  • Conducted exit interviews and supported various departments with termination procedures and corrective action planning.
  • Process voluntary terminations including conducting exit interviews and notifying payroll and IT of departure.
  • Conducted new hire orientations, exit interviews; standardized orientation/termination processes across all locations.
  • Conduct exit interviews analyze data for trends and make necessary recommendations to management team.
  • Conducted exit interviews, analyzed reasons for turnover and recommended suggestions to improve retention.
  • Conducted exit interviews; gathered valuable feedback regarding process improvements from departing employees.
  • Led the employee termination process including preparing exit paperwork and conducting exit interviews.

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13. ADP

high Demand
Here's how ADP is used in Human Resources Generalist jobs:
  • Managed any payroll-related issues/questions with ADP directly and communicated resolutions to employees.
  • Monitored and finalized payroll using ADP timekeeping and information systems.
  • Performed all payroll administrative functions utilizing ADP Payroll.
  • Assisted with processing semi-monthly payroll utilizing ADP.
  • Implemented the ADP Workforce Now HR Module and streamlined HR process through connection files for benefit carriers, COBRA & recruiting.
  • Processed weekly payroll for 100 employees utilizing ADP Pay Expert and E-Time; documented step-buy- step instructions for all payrolls processes.
  • Acted as a key player in entire process of integrating Oracle HRIS (replacing ADP) for use throughout the organization.
  • Handled all on-boarding of new hires, conduct weekly new hire orientations, and entered all new hires into ADP.
  • Performed actions in QuickBooks Pro, ADP Run Payroll, all Microsoft Programs, Accounts Payable and Receivables et al.
  • Processed payroll using ADP and resolved payroll discrepancies in addition to preparing gain sharing for monthly payout utilizing Access database.
  • Processed new hires by conducting new hire orientations and entering new hire info into HRB/ADP system and out-processed terminating employees.
  • Process and initiate special pay requests such as employee incentive bonuses, employee referral bonuses and manual pays through ADP.
  • Create and produce reports using ADP HRIS and ReportSmith to support business initiatives such as employee turnover and staffing levels.
  • Compile payroll data such as hours worked from time sheets and other records to prepare and issue paychecks using ADP.
  • Processed new hires in ADP as well as enter benefit time taken and any necessary adjustments in same program.
  • Organized and managed a high-volume cash office; processed payroll (ADP) for 4 stores in the state.
  • Managed Payroll & HRIS conversion from ADP to Millennium - resulting in a savings of over $30,000 annually.
  • Use ADP and HRIS System to produce high quality correspondence, documentation, reports, and presentations as needed.
  • Process, verify, and maintain personnel related documentation in ADP, benefit, and HR and company systems.
  • Maintain and update personal and benefit data in ADP/HR profile system, carrier systems and maintain personnel records.

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14. Eeo-1

high Demand
Here's how Eeo-1 is used in Human Resources Generalist jobs:
  • Initiated company compliance in EEO-1 Reporting eliminating potential fines for non-compliance.
  • Collaborated with third-party to ensure proper EEO-1 accuracy and reporting.
  • Administered support to clients regarding AAP/EEO-1/Vets 100/Compensation Reporting/Impact Ratio Analysis.
  • Prepared EEO-1 report for entire organization including eligible clients.
  • Consolidate and File Annual EEO-1 information for Corporation
  • Ensured compliance with EEO, ADA, FMLA, CFRA, FLSA, HIPAA and Workers'Compensation regulations and annual EEO-1 reporting.
  • Created an HR metrics dashboard and generated AAP and EEO-1 reports, using SAP, to align with the business objectives.
  • Work with the Organizational Development team to complete the Company s AAP, and file the annual EEO-1 and VETS100 reports.
  • Maintain compliance with federal reporting and audit requirements; including EEO-1, VETS 100 and Affirmative Action plan (AAP).
  • Assisted in the administration of compliance programs such as Affirmative Action, VETS100, EEO-1, HIPAA, policies/handbooks, etc.
  • Complete our Retirement Plan compliance test and make sure annual Form 5500 is filed correctly as well as EEO-1 Form.
  • Ensured compliance with all government reporting requirements including EEO-1, IDES new hire, OSHA, Medicare, and Form 5500
  • Prepared regular reports as required by state and federal statues (EEO-1, DOL New Hire Reporting, etc).
  • Developed various statistical reports for management (safety, headcount, OSHA, EEO-1, workers comp, turnover).
  • Prepare and file required affirmative action reports such as EEO-1, EO Surveys, and other documentation with government agencies.
  • Managed and compiled reports from HRIS (Skyward) - salary reports, census reports, EEO-1 Reporting, etc.
  • Streamlined processes for payroll processing, EEO-1 and Vets 100A processing from using an outdated AS400 system to an HRIS.
  • Participated in the preparation of annual and quarterly reports to include benefit census, EEO-1, and turnover reports.
  • Submitted annual filings to overseeing regulatory agencies; EEO-1, VETS100, and developing and retaining Affirmative Action Plans.
  • Developed and maintained Affirmative Action Program; updated records, reports, and logs to conform to EEO-1 regulations.

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15. Unemployment Claims

average Demand
Here's how Unemployment Claims is used in Human Resources Generalist jobs:
  • Completed unemployment claims and attended appeal hearings in person or via telephone and investigated and prepared documentation for EEOC.
  • Manage unemployment claims process by coordinating with third party administrator, providing relevant information and representing company in hearings.
  • Gather information to process unemployment claims along with completing necessary payroll functions to complete garnishments for employees.
  • Responded to employment verification, unemployment claims, and assist with preparing paperwork for immigration documentation.
  • Served as HR Manager's alternate during unemployment hearings and completed unemployment claims documentation.
  • Handled employee termination process to include exit interview documentation and completion of unemployment claims
  • Represented company during Unemployment Claims procedures to ensure erroneous claims appropriately refuted.
  • Process terminations/follow up with Idaho Department of Labor for unemployment claims.
  • Monitored unemployment claims and provided pertinent information to TPA and/or Dept.
  • Complete unemployment claims and facilitate unemployment hearings and processing related documents.
  • Provide separation information for third-party vendor to respond to unemployment claims.
  • Respond to unemployment claims timely and participate in unemployment hearings.
  • Managed unemployment claims data, unemployment hearing preparation and attendance.
  • Facilitated unemployment claims in partnership with third party payroll provider.
  • Monitored unemployment claims and prepared for and attended unemployment hearings.
  • Represent agency at unemployment hearings and process all unemployment claims.
  • Prepare for matters concerning unemployment claims including presenting for appeals.
  • Represented Agency in unemployment claims and termination meetings and investigations.
  • Coordinated administration of workers' compensation and unemployment claims.
  • Managed Unemployment claims and represented company at appeal hearings.

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16. Performance Reviews

average Demand
Here's how Performance Reviews is used in Human Resources Generalist jobs:
  • Retrained managers on performance reviews resulting in the employees receiving raises within company policy specifications and reducing the company retroactive pay percentage
  • Record essential information including compensation, benefits, tax data, attendance, performance reviews, evaluations and termination date/reason.
  • Orchestrated and supervised various phases of employee development and engagement initiatives including implementation of 100% electronic employee performance reviews.
  • Support Vice President of Talent Management with employee annual performance reviews, employee relations and organizational development as needed.
  • Coordinate performance reviews and performance improvement processes for all employees; ensure consistent application of corporate policies and procedures.
  • Bolstered morale through leadership-focused employee development programs that included substantive performance reviews and support in setting and achieving goals.
  • Conducted salary survey both internally and externally, supervised and conducted annual performance reviews and merit increase process.
  • Oversee performance management process to ensure effectiveness and compliance within company; including quarterly and annual performance reviews.
  • Partner with Business Units on strategic initiatives from workforce restructuring, coach management on performance reviews and compensation.
  • Reviewed annual performance reviews and advised managers on how to write and conduct effective performance reviews to improve effectiveness
  • Developed performance improvement plans and write-ups and wrote/delivered between 50-80% of annual support staff performance reviews.
  • Customized management performance reviews, maximizing communication and providing a clearer understanding for areas of career development.
  • Recruited and hired regular and temporary employees; conducted employee orientation and ensured timely performance reviews.
  • Developed new performance appraisal forms and criteria and managed process for completing annual performance reviews.
  • Monitored and tracked employee performance reviews; prepared employee evaluation reports and verified with management.
  • Performed performance reviews, salary evaluations, compensation plan evaluations, and salary survey analysis.
  • Audited 200+ performance reviews and provided coaching to managers for performance evaluation and employee development.
  • Coordinate with all divisions and managers regarding recruiting/hiring procedures, performance reviews and benefit plans.
  • Participated in compensation and performance reviews; analyzing the compensation program and allocations.
  • Manage performance reviews and career path development; support organization of company structure.

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17. Cobra

average Demand
Here's how Cobra is used in Human Resources Generalist jobs:
  • Drafted separation notices, conducted exit interviews and provided departing employees with determination of benefits including cobra and final paychecks.
  • Assisted in employee terminations, including drafting severance agreements, administering COBRA notification and continuation, and ensuring accrual reconciliation.
  • Represent company during unemployment hearings *Administration of Cobra benefits *Reconciliation of Health, Dental and Supplemental insurance bills.
  • General HR administration, applicant database management, FMLA education and management, COBRA administration.
  • Managed terminations, exit interviews, COBRA compliance and worked with supervisors on involuntary terminations.
  • Streamlined in-house COBRA administration which saved time by more effectively processing notifications and payments.
  • Coordinate COBRA activities including eligibility to vendors and communication with employees regarding COBRA events.
  • Provided guidance to management regarding the involuntary termination process and administered COBRA documentation.
  • Maintained termination and COBRA reporting to vendors and educational assistance programs.
  • Coordinated COBRA administration for terminating employees and eligible family members.
  • Conducted exit interviews for terminating employees and coordinated COBRA administration.
  • Administered COBRA events for dependent and employee insurance coverage terminations.
  • Conducted exit interviews, processed termination paperwork and COBRA notification.
  • Maintain all records of benefit plans including Cobra administration.
  • Perform Benefit and COBRA administration and invoice reconciliation.
  • Administered COBRA paperwork upon employee resignation or termination.
  • Initiate Cobra notices upon termination of benefits.
  • Supported company benefits and administered COBRA notices.
  • Developed and managed COBRA administration process.
  • Completed benefits terminations and coordinated COBRA.

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18. Absence

average Demand
Here's how Absence is used in Human Resources Generalist jobs:
  • Provided back-up country support for counselor team during absences or increased work assignments that required efficiently adapting to different country policy.
  • Work closely with company leave administrator in resolving employee/manager leave of absence related questions or concerns.
  • Managed safety program and administration of workers' compensation programs as well as all leaves-of-absence.
  • Administered company's health and welfare benefit programs including leave of absence administration.
  • Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs.
  • Worked closely with highly confidential information regarding teammates on leave of absence.
  • Processed performance and absence management and the administration of discipline.
  • Scheduled vacation time and monitored absence documentation.
  • Manage and monitor employee absences and leave; identify instances of serious health issues that could potentially qualify for FMLA protection.
  • Leave Administration: Administrators, coordinates and tracks leaves of absence to coordinate organization leave policy within state and federal requirements.
  • Recruited employees, created group benefits databases, developed orientation, training, and incentive programs, and managed leave-of-absence programs.
  • Process all new hire benefits, leave of absence, FMLA, termination and payroll paperwork, ensuring submission on schedule.
  • Provided a solid & informative point of contact for employees needing FMLA/STD assistance while HR Manager was on leave of absence.
  • Managed the processing of all personnel requisitions, leave of absence, sabbaticals and Workers' Compensation for multiple business units.
  • Led leave of absence administration: educated employees on process, procedures and resources, and provided support throughout the transition.
  • Leave of Absences- meet with team members who wish to go on leave and explain leave options and upload in trackers.
  • Advise management and employees regarding employment laws, company policy, wage and hour regulations, and leave of absence issues.
  • Processed all leave of absences, disability claims, workers compensation, and terminations, completing document reviews, and filings.
  • Handled all benefit administration for new hires as well as open enrollment, COBRA administration and employee leave of absences.
  • Process initial leave of absences, terminations, PDL, W/C paperwork and provide the department head with employee status.

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19. Osha

average Demand
Here's how Osha is used in Human Resources Generalist jobs:
  • Collaborated with the Quality Assurance Manager to develop job classifications to determine risk of exposure according to OSHA safety regulations.
  • Developed and conducted new employee orientation including, required OSHA safety training, policy education and benefit overview.
  • Performed periodic facility audits and inspections to ensure that safety and operating procedures are being followed within OSHA regulations
  • Managed risk management initiatives and spearheaded/lead safety/OSHA committee to minimize accidents and lower expenses.
  • Contribute continuous improvement ideas and solutions as an OSHA 18001 implementation cross-functional team member.
  • Created metrics to monitor OSHA compliance/risk-loss with regulatory standards at 6 different locations.
  • Maintained OSHA records to comply with all existing governmental reporting requirements.
  • Administered Worker's compensation, OSHA regulations and unemployment benefits.
  • Implemented OSHA records requirements to bring organization into compliance.
  • Served as Ergonomics Supervisor and OSHA/Safety Coordinator.
  • Implemented and facilitated OSHA safety training initiatives.
  • Drafted employee handbooks, policy and procedure manuals, and safety manuals in accordance with EEOC, DOL and OSHA standards.
  • Assist in the preparation and reviews of federal and state reports including EEO, OSHA, and Workers' Compensation documents.
  • Collaborated with the Occupational Health Nurse to review and report all OSHA reporting, record keeping, and required facility postings.
  • Processed benefits, government reporting, interpret policies and create tracking systems for EEO, OSHA, Workers Compensation and more.
  • Assist in safety inspections, communication to management regarding safety issues, and work with operations to ensure compliance with OSHA.
  • Maintain the OSHA 300 log, participate as a member of the Safety Steering Committee, and manage safety incident reporting.
  • Recruited exempt and non-exempt employees, administered benefit plans, implemented OSHA compliance and resolved all workers' compensation claims.
  • Prepared three separate clients for OSHA and DOL inspections - none of which have suffered any fines in covered areas.
  • Created written safety plans as required by OSHA and then implemented those plans including a thorough training for all employees.

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20. I-9

average Demand
Here's how I-9 is used in Human Resources Generalist jobs:
  • Managed all administrative components involving planning, executing and overseeing the new employee orientation/on-boarding process including electronic I-9 verification.
  • Trained support staff and line managers in proper documentation, which rectified oversights expediently and improved I-9 administration.
  • Document and Compliance Management for Management Systems certifications and specifically I-9 Compliance and Maintenance.
  • Performed Form I-9 audit and engaged legal representation for remediation strategy and processing.
  • Ensured compliance USCIS form I-9 employment eligibility verification; periodically audited I-9 forms.
  • Completed Six-Sigma training and facilitated I-9 green belt project company-wide.
  • Review all new hire/rehire I-9 documentation for completeness and accuracy.
  • Executed timely on-boarding paperwork to include I-9 verification.
  • Verified I-9 documentation and maintains current documents.
  • Conduct employee investigations and I-9 Verification.
  • Audit I-9 with Lawyers and maintenance of I-9 documentation and other new hire documents in compliance with federal and state regulations.
  • Receive and process all new hire paperwork, including I-9's including processing e-Verify, and federal and state tax forms.
  • Prepared new hire documents (I-9, Employee ID badge, etc) and files as necessary for compliance and records.
  • Reduced civil penalties by 13% by coordinating complex immigration, relocation and transfers and handling I-9 verification and LCA Postings.
  • Audited all I-9 forms for both Front and Back of House and corrected non-compliant I-9 forms to minimize company liability.
  • Assisted with on-boarding process for new hires, including: paperwork, safety training, W-2 forms and I-9 audits.
  • Coordinate the new employee hire process to include: I-9 preparation and documentation, reference checks, criminal background checks.
  • Conduct new hire orientation, processing all employment paperwork, verifying I-9 information, and setting up new personnel files.
  • Coordinated new hire orientations, processed new hire paperwork including I-9's, and introduced new hires to company benefits.
  • Labor Relations, New Hire Orientation, I-9 Verification, Employee Benefits, Compensation along with other generalist duties.

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21. Disciplinary Actions

average Demand
Here's how Disciplinary Actions is used in Human Resources Generalist jobs:
  • Investigated and resolved employee relations issues including staff/supervisory problems and disciplinary actions resulting in improved working relationships between employee and management.
  • Investigated employee relations and ethics issues, provided recommendations to management regarding disciplinary actions and responds to unemployment and wage claims.
  • Directed and managed a high volume of complex employee relations matters including investigations, disciplinary actions, and termination decisions.
  • Provided personnel administration to investigate claims of unfair treatment, harassment, disciplinary actions with follow-up using good business judgment.
  • Elevated organization-wide performance through strategic policy and procedures development and implementation, coupled with meaningful performance evaluations and disciplinary actions.
  • Investigated the circumstances surrounding disciplinary actions and recommended resolutions within the federal, state, and corporate policy guidelines.
  • Investigated complaints and counseled management on handling disciplinary actions while ensuring adherence to internal guidelines/policies and all regulatory requirements.
  • Coordinated all formal disciplinary actions with the respective legal office to ensure all requirements were met for final adjudication.
  • Coordinated employee relations activities and programs such as conflict mediation/resolution, disciplinary actions, and the employee recognition/appreciation initiatives.
  • Coordinated with supervisors on disciplinary actions procedures and reviewed employee corrective action forms for compliance with company policy.
  • Assist in compiling documentation to support arbitration cases, and provides assistance in grievance decisions and disciplinary actions.
  • Conducted thorough investigations and administered counseling/progressive disciplinary actions in results of the findings within company policy and directives.
  • Counseled employees on subjects pertaining to disciplinary actions and performance concerns consistent with the application of company procedures.
  • Consulted management regarding employee relation issues; successfully conducted and facilitated all investigations and employee disciplinary actions.
  • Coached supervisors on employee relation issues, validated and reviewed disciplinary actions up to and including termination.
  • Investigated misconduct to gather background information and prepared formal correspondence on a full range of disciplinary actions.
  • Partnered and coached managers and supervisors in preparing and presenting employee appraisals, disciplinary actions and terminations.
  • Conduct employee relations investigations and advise department leaders on employee relations issues including disciplinary actions and terminations.
  • Conduct new hire orientations, disciplinary actions, exit interviews and all separation documentation required by law.
  • Managed employee PTO/Vacation policy, timekeeping, attendance policy, performance improvement plans, and disciplinary actions.

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22. Employment Laws

average Demand
Here's how Employment Laws is used in Human Resources Generalist jobs:
  • Managed benefits and conducted benefit meetings annually Ensured legal compliance with mandated federal, state and local employment laws and regulations.
  • Support management regarding regulatory compliance, strategic planning, performance appraisals, communication and implementation of policies and employment laws.
  • Researched and developed recommendations for human resources policies and procedures to ensure compliance with organizational standards and employment laws.
  • Prepare offer letters and collect necessary employment documents from new associates ensuring compliance with employment laws and company requirements.
  • Develop expertise regarding employment laws and employment policy and classifications; provide consultation to supervisors as needed.
  • Ensured compliance with employment laws by monitoring and implementing applicable human resource federal and state requirement.
  • Developed job descriptions and interview guides based on employment laws, strategic methods and behavioral interviewing.
  • Assisted management with interpretation of employment laws and regulations, including documentation and discipline strategies.
  • Advised supervisors on employment laws and researched area salary surveys for compensation packages.
  • Possess comprehensive knowledge of both domestic and international employment laws and practices.
  • Supported general employment laws and practices, administrations benefits and compensation.
  • Ensured Regulatory compliance with local, state/regional and national employment laws.
  • Advise and implement organizational policies and local and federal employment laws.
  • Monitored regulatory compliance with Michigan employee state and federal employment laws.
  • Assisted in developing policies/regulations to be compliant with employment laws.
  • Provided information and interpretation of state and federal employment laws.
  • Maintained e-verification standards in compliance with Federal employment laws.
  • Advised management on Federal and California employment laws.
  • Advised executives on current employment laws and requirements.
  • Expected to keep abreast of and ensure adherence to employment laws, and guidelines, OSHA regulations, and employment laws.

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23. Customer Service

average Demand
Here's how Customer Service is used in Human Resources Generalist jobs:
  • Identified and corrected weaknesses in occupational safety program I also conducted Customer feedback and met and overcame any customer service issues.
  • Restructured the section to focus on customer service, budgeting, performance management, policy development and federal compliance regulations.
  • Enhance communications and employee involvement with management to foster increased productivity, positive employee relations and good customer service.
  • Lead committee comprised of eight staff members from various departments in developing company-wide initiatives designed to improve customer service.
  • Developed and facilitated customer service training that resulted in more consistent and professional processes at all 40 locations nationwide.
  • Utilized compassionate communication and the highest level of customer service to assist bereaved families with funeral arrangements.
  • Managed daily office administrative functions including customer service, answering incoming calls, and upholding patient confidentiality.
  • Provided general customer service and administrative support to human resources directors and recruiters for approximately 20,000 employees.
  • Provided phenomenal and attentive customer service all while maintain attention to details and exceeding guest expectations.
  • Provided Customer Service functions by answering Associate requests and questions regarding Benefits/Payroll/Policy/Short Term Disability and FMLA.
  • Generated revenue through suggestive selling while providing premium customer service to all internal and external customers.
  • Implemented new employee recognition program to recognize top drivers for superior achievement and customer service orientation.
  • Assisted the recruiting team by conducting entry-level customer service representative, trainer & first-line management interviews
  • Provide superior and proactive customer service to internal and external business partners and stakeholders.
  • Created and maintained vendor relationships, insuring excellent customer service and cost effectiveness.
  • Supervised Operations, Customer Service, Administrative Support, and Business Development units.
  • Worked effectively in a high pace environment and also highly customer service oriented.
  • Developed and delivered monthly metrics to track progress of customer service culture recognition.
  • Provided employee/management briefings, resolved employee issues, and implemented customer service initiatives.
  • Improved office efficiency and customer service by overhauling previously haphazard filing system.

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24. Recruitment Process

average Demand
Here's how Recruitment Process is used in Human Resources Generalist jobs:
  • Coordinate recruitment process including receipt of requisitions, posting of positions, acceptance and tracking of applications and identifying potential candidates.
  • Administered full-cycle recruitment process involving planning, strategy development, posting and advertising activities, and evaluation after filling positions.
  • Fortified recruitment process by overseeing and flagging incoming resumes meeting company qualifications, including scheduling and participating in interview process.
  • Managed recruitment process by identifying position vacancies in line with department budget, ensuring timely requisition approval and job posting.
  • Managed the salaried recruitment process including position identification, candidate sourcing, interviewing and selection, orientation and acclimation.
  • Handled recruitment process by screening candidates conducting initial interviews when appropriate and forwarding to supervisor for second interviews.
  • Managed organizational development initiatives, compensation and training programs, recruitment processes and employee relations issues.
  • Assisted with the design and implementation of recruitment process for exempt/non-exempt employees and entry/mid-level management.
  • Foster effective working relationships with hiring managers and senior business leaders throughout the recruitment process.
  • Redesigned recruitment process for over 20 facilities resulting in more effective hiring and decreased turnover.
  • Manage recruitment process, consulting with Managers to determine staffing needs and candidate qualifications.
  • Constructed and implemented recruitment processes and procedures to ensure consistency across the organization.
  • Managed recruitment process from publicizing opening internally and externally and conducting initial screenings.
  • Managed the recruitment process and recruitment agencies/vendors that assisted on open requirements.
  • Coordinate recruitment processes, including screening, scheduling and participation in interviews.
  • Designed and implemented a College Recruitment process including an Engineering Internship program.
  • Researched, customized and implemented Applicant Tracking System to automate recruitment process.
  • Ensured competitive edge in recruitment process by conducting market research analysis.
  • Initiated formal recruitment process and applicant tracking to follow legal accountability.
  • Initiated recruitment process by reviewing resumes and selecting candidates to interview.

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25. Training Programs

average Demand
Here's how Training Programs is used in Human Resources Generalist jobs:
  • Maximized positive employee relations by conducting annual service award celebrations and improved employee skills by developing and implementing staff training programs.
  • Managed and facilitated several professional development training programs for compensation planning, performance management, and employee relations policies and application.
  • Researched, planned, organized, conducted and arranged training programs; tracked training availability and participation for program effectiveness.
  • Provided leadership for the division to promote safety-first environment through training, communication, and endorsement of company training programs.
  • Coordinated and facilitated training programs including Managing Lawfully for managers and supervisors, and Career Path workshops for employees.
  • Designed and implemented management training programs focused on change management, leadership and safety, and principles of supervision.
  • Increased quality assurance metrics to exceed internal and client-driven targets through implementing training programs designed to address specific low-performance.
  • Developed comprehensive training programs and seminars, which were delivered to supervisors, technical employees and management personnel.
  • Participated in the development and implementation of management training programs for interviewing and employee round table discussions.
  • Developed, implemented and facilitated comprehensive training programs for paralegals, legal secretaries and other support staff.
  • Improved workplace efficiency and workers' computer proficiency by developing and managing employee computer training programs.
  • Delivered corporate supervisory training programs on various human resource topics including performance appraisals and progressive discipline.
  • Facilitate new hire orientation, ongoing development and staff training programs consistent with leadership strategy.
  • Facilitated training programs for management and employees to introduce new benefit and compensation changes.
  • Instituted training programs designed to improve company s competitiveness with deregulation of electrical rates.
  • Conducted needs/skills assessments, monitored performance management, and delivered development and training programs.
  • Developed plant wide training programs to insure all training was delivered consistently and effectively.
  • Assisted in developing corporate training programs for administrative, professional and managerial staff.
  • Developed customized training programs for high priority jobs and implemented across the organization.
  • Developed and implemented training programs on employment regulations for management and supervisory staff.

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26. State Regulations

average Demand
Here's how State Regulations is used in Human Resources Generalist jobs:
  • Managed Human Resource Information System records and compiles reports from database; ensured compliance with federal and state regulations concerning employment.
  • Constructed first HR department procedures and updated company job descriptions to ensure consistency and compliance with company policy and federal/state regulations.
  • Maintain accurate, confidential active and terminated employee files and other confidential documentation ensuring compliance with federal and state regulations.
  • Ensured compliance with federal and state regulations governing employment activities by informing management of corporate policies and legal issues.
  • Maintained knowledge of employment legislation and ensured compliance with federal and state regulations to include international employment regulatory requirements.
  • Delivered and track staff training to comply with state regulations required when working with individuals with developmental disabilities.
  • Developed employee handbook and company policies to ensure compliance with Federal and State regulations regarding Human Resources Administration.
  • Facilitated and complied with all required federal and state regulations regarding employment, termination, disability and COBRA.
  • Ensured compliance with Federal/State regulations and reporting; I-9 verification and documentation; Louisiana Directory of New Hire.
  • Research and provides current federal and state regulations relating to employment practices and wage and salary administration.
  • Maintained compliance with federal and state regulations concerning employment Build networks to find qualified passive candidates.
  • Maintained compliance with federal and state regulations governing employment practices, including developing affirmative action plans.
  • Reviewed all leave documentation for completeness and accuracy based on corporate, Federal and State regulations.
  • Administer new hire and termination documentation to ensure compliance with company policies and federal/state regulations.
  • Maintained compliance with federal and state regulations concerning employment, including FMLA and Cobra administration.
  • Distributed offer letters to property managers for newly-hired employees in accordance with state regulations.
  • Maintain compliance with federal and state regulations concerning employment within operations across all regions.
  • Provide day-to-day administration of the company's benefits programs in accordance with federal/state regulations.
  • Monitored federal and state regulations concerning benefits administration to ensure compliance with legal requirements.
  • Advise management of potential compliance issues with federal and state regulations and recommend/implement solutions.

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27. Full Cycle

average Demand
Here's how Full Cycle is used in Human Resources Generalist jobs:
  • Conducted full cycle recruiting, screened applicants based on qualifications conducted interviews averaging 30 candidates per week for temporary placement.
  • Managed full cycle selection process including job analysis, recruitment, and examination administration and provided new hire orientation training.
  • Developed and managed the full cycle recruitment function, ensuring implementation of affirmative action and strategic planning programs.
  • Delivered full cycle recruitment including new hire orientations, on boarding process development along with required paperwork.
  • Managed full cycle recruitment process and developed hiring plans for local division including development of job descriptions.
  • Maintained the responsibility for full cycle recruitment of customer contact center management and general labor pool.
  • Full cycle recruiting including-posted all job opportunities, screened/interviewed all candidates and presented offer letters.
  • Provided employee relations practices, benefit communications, full cycle recruiting and on-boarding management.
  • Full cycle recruiting for positions including preparing accurate job descriptions to reflected current responsibilities.
  • Full cycle recruitment for high volume deadline oriented manufacturing and corporate business environment.
  • Full cycle recruiting strategies including utilizing internet/social media, networking and employee referrals.
  • Managed full cycle talent acquisition process for all clinical and non-clinical positions.
  • Led full cycle recruitment activities for professional and administrative employment opportunities.
  • Full cycle recruiting and staffing for professional and manufacturing positions.
  • Full cycle management of candidates from resume identification to on-boarding.
  • Full cycle Recruiting for all openings including management positions.
  • Full cycle recruitment for multiple lines of business in medical management services, software solutions, and records processing and storage.
  • Coordinate full cycle recruiting for open positions, including assisting managers with the identification of viable candidates, interviewing and selection.
  • Recruited full cycle talent acquisitions for finance, IT, call center, customer service, clinical and executive level staff.
  • Included, but not limited to, full cycle recruiting, Training, benefit administration, progressive disciplinary action and marketing.

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28. Open Positions

average Demand
Here's how Open Positions is used in Human Resources Generalist jobs:
  • Screened resumes/applications determining minimum qualifications for open positions.
  • Managed recruiting process by posting open positions internally and externally including outside advertisement, review resumes, schedule and conduct interviews.
  • Interfaced and partnered with management to ensure proper recruitment, selection and placement of qualified candidates for open positions.
  • Recruitment/Selection-Assisted managers in conducting needs analysis, posted and tracked open positions, and interviewed/screened candidates for open positions.
  • Provide information to applicants regarding application process, employment policies, organization, and open positions.
  • Reviewed employment applications and resumes to evaluate work history, education and training for open positions.
  • Post open positions internally and online while working with colleges/universities/trade schools to recruit top candidates.
  • Recruited for all open positions in Production/Operations area using a variety of recruiting methods i.e.
  • Reviewed and evaluated applications for open positions; evaluated job descriptions and made classification recommendations.
  • Outsourced candidates for open positions, conducted interviews to hire competent and efficient personnel.
  • Participated in the recruiting process by efficiently and effectively assists in filling open positions.
  • Created interview question guides for open positions using job description and behavioral-based interviewing techniques.
  • Coordinate with Operations Directors and Staffing Agency to recruit qualified candidates for open positions.
  • Identify qualified candidates for open positions by reviewing applications/resumes and conducting initial interviews.
  • Partner with assigned in-house recruiter on identifying and attracting talent for open positions.
  • Defined organizational staffing needs, methodology for filling open positions & staffing strategy.
  • Screened applications/resumes in recruiting process nationally by sourcing qualified candidates for open positions.
  • Utilized traditional and innovative recruiting techniques to fill 20-30 open positions daily.
  • Advertised and recruited for open positions, screened and interviewed qualified candidates.
  • Managed and administered advertising budget, enabling timely fulfillment of open positions.

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29. Special Projects

average Demand
Here's how Special Projects is used in Human Resources Generalist jobs:
  • Managed and/or coordinated special projects (including major transitions and reorganizations) and continuous improvement steps related to department service delivery.
  • Assigned special projects conducting extensive reviews on selected departments for effectiveness and presented recommended changes to the Vice-President of Finance.
  • Manage daily operations and special projects to ensure efficiency and excellence in all service, processing and regulatory requirements.
  • Organized and coordinated the development and administration of the Directorate operating budget, financial/operating reports and special projects.
  • Executed special projects affiliated with non-profit organizations including Dress-for-Success, The New York City Homeless Coalition and City Harvest
  • Verified vendor invoices in support of functional activity and participated in special projects as assigned.
  • Assisted program managers with special projects and personnel issues including recruitment and disciplinary concerns.
  • Performed special projects on non-routine compensation assignments, analyzed and presented findings to Management.
  • Supported department and company-wide special projects and additional responsibilities as they present themselves.
  • Completed special projects as needed, including participation in compensation and benefit surveys.
  • Implemented and maintained information systems, and managed special projects including office automation.
  • Performed special projects that include training programs and safety program administration.
  • Supported and participated in Diversity Counsel events and special projects.
  • Manage special projects in perspective to department and organizational need.
  • Provide general administrative assistance to business stakeholders for special projects.
  • Participated in special projects and other related activities as needed.
  • Completed special projects involving data integrity and compliance issues.
  • Facilitate special projects and support HR management initiatives.
  • Provided administrative support and assisted with special projects.
  • Supported various special projects in coordination with HR executives

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30. STD

low Demand
Here's how STD is used in Human Resources Generalist jobs:
  • Followed up with STD provider regarding claim administration & to audit voluntary benefit deductions.
  • Performed administration of benefit plans, 401k/Profit Sharing, Cafeteria Plans, COBRA, STD/LTD, FMLA and Workers' Compensation.
  • Coordinated, tracked and managed all leave of absence cases, complete paperwork and track FMLA, STD and WC status.
  • Maintained and processed all leave including FMLA, STD, LTD, vacation, sick, workers compensation and personal leave.
  • Co-developed an in-house process for managing employee leaves-of-absence including but not limited to FMLA, STD, and Military leave.
  • Completed projects that included STD (FMLA) personnel benefits calculations, and processed/submitted vacancy filings for HR business partners.
  • Educate and enroll all new hires in all benefits including medical, dental, STD, AFLAC and profit sharing.
  • Administered and maintained all company records pertaining to benefits: Medical, Dental, STD/LTD, COBRA, and 401K.
  • Designated as the Plan Administrator for the company's medical, 401K, Pension, STD and LTD benefit plans.
  • Assist with leave management responsibilities including FMLA, STD, LTD, RTW, transitional duties, and reasonable accommodations.
  • Provide benefits administration of various plans, including medical, dental, vision, 403b, STD/LTD and life insurance.
  • Handled FMLA/ STD/ LTD and leave process, including weekly audits of time cards to ensure accuracy of time entry.
  • Administered multiple medical, dental, vision, Section 125 cafeteria plans, retirement plans, STD & LTD packages.
  • Assist with benefit questions, escalated employee issues, STD/FMLA questions, process and procedure assistance, and requisition requests.
  • Process all enrollments, changes and terminations for Group Health Plan, Life, STD, LTD and supplemental benefits.
  • Leave of absence administration involving FMLA, STD, and LTD. - Conducts recruitment efforts for exempt and nonexempt personnel.
  • Prepare and reconcile monthly insurance billings for Medical, Dental, COBRA, STD, LTD and Flex-Plan;.
  • Administered company benefits including medical, dental, vision, STD, and LTD. Reconciled insurance bills for payment.
  • Administer all leave policies such as STD, LTD, vacation, sick, Worker's Compensation and FMLA.
  • Manage compliance with laws, regulations and policies regarding FMLA, W/C, STD, and other medical leaves.

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31. Company Policies

low Demand
Here's how Company Policies is used in Human Resources Generalist jobs:
  • Ensured understanding and consistent application of company policies, and practices through training, coaching, one-on-one communication and policy interpretation.
  • Conduct new hire orientation and exit interviews assuring all company policies/procedures, benefits are explained and all required forms are completed.
  • Prepare correspondence, reports and other documents necessary to ensure operational efficiency and compliance with company policies and legal requirements.
  • Identify inconsistencies in the application of company policies and procedures and offer recommendations on how inconsistencies should be addressed.
  • Involved in development of company policies and updating employee handbook with responsibility for interpretation with implementation in everyday practice.
  • Processed paperwork according to established procedures and prepared internal employee communications regarding compensation, benefits, or company policies.
  • Conducted new hire orientation, detailing required paperwork, company policies, and benefits information following procedures and guidelines.
  • Provide information regarding benefits, interpretation of policies and procedures and the application of company policies and regulations.
  • Assist in development of company policies and procedures and assuring consistent unbiased implementation of company policies and procedures.
  • Conduct new hire orientation, to include providing information and explanation about benefits programs and company policies.
  • Received and reviewed payroll records ensuring compliance with company policies and procedures and state and federal regulations.
  • Maintained personnel record management in accordance with company policies and applicable state and federal laws and regulations.
  • Provided counsel and guidance to employees and managers regarding company policies and procedures; provided policy interpretation.
  • Work with Executive Management Team updating company policies and procedures and revision of company handbook.
  • Provided employee relations support to managers for interpretations and administration of company policies and procedures.
  • Conducted new hire orientation; reviewed company policies and procedures and explained benefits program.
  • Enforce established payroll-related policies, procedures and regulations and adherence to company policies.
  • Provided advice and timely follow-up services to employees regarding company policies and documentation.
  • Administered internal employee communications regarding compensation, benefits, and company policies.
  • Prepare internal employee communications regarding compensation, benefits, or company policies.

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32. Data Entry

low Demand
Here's how Data Entry is used in Human Resources Generalist jobs:
  • Coordinated compensation activities such as data entry, compensation committee auditing, Performance Appraisal audits and salary validation and research.
  • Mastered data entry and retrieval efforts for efficient problem solving, mail merging and significant personnel information.
  • Administer the semi-monthly payroll processing and compilation of non-exempt personnel additional pay data, and data entry.
  • Created and maintained personnel records, performed PeopleSoft data entry, reviewed and revised requisitions.
  • Determined appropriate action codes and ensures accurate and timely data entry into Lawson system.
  • Implemented new open enrollment processes eliminating duplication of data entry and increased reporting.
  • Manage all employee data entry action items to ensure accuracy and accountability of Human
  • Conducted recruiting and staffing logistic; updated candidate data entry.
  • General office management including file management and data entry.
  • Manage data entry for all License/Certifications within the hospital.
  • Complete data entry to itemize expenditures for specific departments.
  • Audited data entry process and monitored variations in labor productivity
  • Process employee application ensuring proper data entry.
  • Performed data entry and data reconciliation.
  • Maintained ADP and SAP HRIS system to ensure accurate quality control, data entry, reporting, system enhancements and upgrades.
  • Assisted with payroll processing including data entry of wage increases, child support and insurance deductions, and employee information changes.
  • Cross trained staff on policies and procedures, billing, payroll data entry, profit margins, computer system and phones.
  • Conducted New Hire Orientation, data entry into payroll personnel data entry, Created personnel files, audited of personal files.
  • Manage and complete high volume data entry of employee information, and receive and file incoming documents using HR Central Files.
  • Establish and maintain employee personnel records; process and perform data entry of all new hires, personnel changes and terminations.

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33. Labor Relations

low Demand
Here's how Labor Relations is used in Human Resources Generalist jobs:
  • Labor Relations Specialist for Department of Corrections statewide - investigated and settled complaints filed by union representatives and non- represented employees.
  • Interpret and apply complex University and Labor Relations policy and procedures for non-academic personnel, non-represented staff, and represented staff.
  • Coordinated and conducted compensation and benefits, employee/labor relations, attendance policy, workers' compensation and workplace safety/security information sessions.
  • Involved in all aspects of Labor Relations including: Restructuring of Vacation/Vacancy Procedures, Labor-Management Communications, and Adjustment of Grievances.
  • Provided direct administrative support for classification, staffing, training/performance, security, employee and labor relations and position management activities.
  • Provided management advisories in the areas of position management and classification, recruitment and placement, management employee and labor relations.
  • Ensured compliance with federal and state legislation regarding employment, including equal opportunity, affirmative action and labor relations' statutes.
  • Contributed to efficient operations and maintaining labor relations by accurately scheduling employees according to the plant s collective bargaining agreements.
  • Coached and advised management in labor relations matters including but not limited to policy interpretation, discipline and performance coaching.
  • Provided advice and counsel to management on Labor Relations, performance development, benefits resolutions, and attendance management.
  • Supervised the job classification, compensation analysis, employee and labor relations, benefits assistance and authorizing personnel actions.
  • Assist in labor relations efforts including conducting employee investigations, conflict resolution, coaching, and performance improvement strategy.
  • Administered and interpreted various labor agreements, administered grievance procedures; provided labor relations support during contract negotiations.
  • Coordinate with Labor Relations and Department on Transitional Return to Work documents and/or reasonable accommodation matters as needed.
  • Provided advisory services for position classification, management employee relations, recruitment & placement, and labor relations.
  • Plant Human Resource Generalist, corporate Labor Relations consultant and labor contract negotiator and organization development consultant.
  • Participated in labor relations contract administration, grievance process, and contract negotiations for non-exempt unionized workforce.
  • Worked closely with Labor Relations division and advised on investigations, grievances and disciplinary actions.
  • Managed and directed labor relations activities, including the administration of 2 collective bargaining units.
  • Provide labor relations support, conduct complaint investigations, execute necessary and appropriate disciplinary action.

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34. Succession Planning

low Demand
Here's how Succession Planning is used in Human Resources Generalist jobs:
  • Provided advisory services to senior leaders, managers, and supervisors on workforce/succession planning, position management, and performance-based compensation.
  • Ensured effective implementation of organization and employee effectiveness initiatives, including career planning and development, performance management and succession planning.
  • Introduced succession planning recommendations, resulting in business leaders making strategic hiring decisions to focus on mission critical work.
  • Supported Talent Review succession planning and career development, making position recommendations for internal promotions to fill key positions.
  • Collaborate with department heads, managers and supervisors regarding personnel planning, development and succession planning within functional areas.
  • Participate in HR projects including talent management and succession planning, performance management training, and engagement management enhancement.
  • Provided organization development services including succession planning, training, performance management, and consulting on structural change.
  • Facilitated benefits enrollments as well as the annual employee satisfaction survey and the annual performance evaluation/development/succession planning process.
  • Steered the succession planning organizational talent review for the Consumer Sales Senior Leadership Team using talent management system.
  • Supported managers in developing job descriptions used in talent acquisitions/ retention, employee developments, and succession planning.
  • Maintain metrics and statistics necessary to monitor talent populations and related attrition, succession planning and employee satisfaction.
  • Devise execution of succession planning strategy to be proactive with staffing concerns and identify potential for promotional opportunities.
  • Developed HR Business Partner roles leading to organizational change, leadership development, succession planning and recruitment.
  • Originated and launched all-inclusive programs encompassing workforce retention, professional development, promotion, and succession planning.
  • Developed an effective pipeline of key talent potentially available for immediate hire as succession planning needs dictate.
  • Provided career development activities and succession planning of qualified applicants reducing lead- time required to fill positions.
  • Lead performance management, succession planning, talent acquisition/management, learning and development and salary administration programs.
  • Facilitated succession planning, organizational change and development, competency review and individual and group training processes.
  • Advised department management on performance management, annual appraisals, recognition programs, and succession planning.
  • Programmed a database to manage the Leadership Development program and succession planning within entire manufacturing division.

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35. Sexual Harassment

low Demand
Here's how Sexual Harassment is used in Human Resources Generalist jobs:
  • Insured compliance with all federal, state and local regulations including investigation and resolution of discrimination and sexual harassment charges.
  • Advise employees and customers on organizational policy matters such as equal employment opportunity and sexual harassment, and made recommendations.
  • Conducted employee relations investigations effectively resolving issues of insurance fraud, ethics violations, sexual harassment, and discrimination.
  • Conducted investigations and facilitated resolution of sexual harassment, hostile work environment, misconduct, and other complaints.
  • Developed and conducted training programs including company-wide salaried employee orientation, sexual harassment training, and benefit classes.
  • Conducted training courses on interviewing and hiring, progressive discipline and sexual harassment for all supervisory personnel yearly.
  • Collaborated with Training Representatives to execute new hire orientations as well as sexual harassment and diversity training initiatives.
  • Perform investigations on accusations of misconduct, discrimination, and sexual harassment; work with management for resolution.
  • Conducted harassment training sessions for managers which covered sexual harassment, racial discrimination and hostile work environment.
  • Managed all policies including salary administration, annual evaluations, sexual harassment and workplace violence prevention programs.
  • Developed, implemented, and facilitated a sexual harassment training program for staff across organizational levels.
  • Facilitated and lead training which included behavioral interviewing, sexual harassment, compliance and company policies.
  • Advised managers on policies, such as equal employment opportunity, unemployment compensation and sexual harassment.
  • Investigated and sought resolutions to employee conflicts including sexual harassment, management/employee and employee/employee disagreements.
  • Conducted investigations on incidents involving sexual harassment and all forms of discrimination in the workplace.
  • Managed and conducted investigations related to ethical conduct, sexual harassment and hostile work environment.
  • Conducted investigations on policy violations including sexual harassment and discrimination and provide appropriate recommendation.
  • Provided leadership concerning employee relations matters; interpreted policies and conducted sexual harassment investigations.
  • Conducted investigation for grievances, sexual harassment, discrimination, favoritism and unfair treatment.
  • Conduct investigations alleging sexual harassment, discrimination, ethical violations, unprofessional conduct etc.

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36. Insurance Companies

low Demand
Here's how Insurance Companies is used in Human Resources Generalist jobs:
  • Served as primary contact with providers and insurance companies by arranging and conducting employee information presentations and enrollments.
  • Authorized monthly payments to insurance companies for purpose of ensuring ongoing insurance coverage.
  • Supported in the administration of external benefit administration with vendors and insurance companies.
  • Updated Insurance database and filing appropriate paperwork with insurance companies.
  • Directed contact for insurance companies regarding additional information requests.
  • Prepared and mailed bi-weekly benefit reports to insurance companies.
  • Processed monthly self-billing for seven different insurance companies.
  • Provided employee benefit enrollment information to insurance companies.
  • Negotiated billing disputes with insurance companies.
  • Improved new-hire orientation process by streamlining schedule and negotiating lower rates with insurance companies (medical, dental, vision).
  • Leave of Absence duties: point contact person for 2400 employees and 3rd party insurance companies for FMLA/STD leave of absences.
  • Prepared periodic and annual financial reports for corporate officers, public accountants, and investment and insurance companies including annual audits.
  • Serve as point of contact for personnel and liaison with insurance companies, advising staff on benefits and payroll changes.
  • Conduct open enrollment for more than 400 employees, working with insurance companies to ensure each employee has correct benefits.
  • Served as liaison with insurance agent, insurance companies, property manager, employee health services, and physician offices.
  • Serve as liaison with all employees (130 Union and 70+ Salaried), insurance companies and benefit brokers.
  • Act as the conduit between corporate, the insurance companies and employees on Workers Compensation and General Liability claims.
  • Maintained forms, files, reports required by Risk Management, OSHA, government agencies, and insurance companies.
  • Administer claims handling and act as liaison between ESCO, insurance companies and ESCO employees to solve administrative issues.
  • Researched, negotiated contracts and effectively transitioned health insurance companies, flex spending companies, and dental companies.

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37. E-Verify

low Demand
Here's how E-Verify is used in Human Resources Generalist jobs:
  • Conduct orientation of new hires including new hire paperwork, E-Verify administration, I-9 administration and policy and procedure presentation.
  • Verify new hire paperwork is accurate and conduct E-verify screening for employment eligibility verification.
  • Performed employment verification, processed criminal background checks, E-verify, Homeland Security checks.
  • Completed and verified I-9 paperwork in E-Verify system according to established guidelines.
  • Conducted E-verify process and maintain current employment verification I-9 forms.
  • Checked Male Selective Service registries and employment eligibility through E-Verify.
  • Verified employment eligibility using the federal online database, e-Verify.
  • Verified employment eligibility using E-Verify; confirmed education credentials.
  • Maintained applicant tracking system and participated in E-Verify Program.
  • Developed and implemented Affirmative Action Plans and E-verify program.
  • Maintained I-9 compliance, including processing documentation through E-Verify.
  • Administered and reconciled routine I9 administration through e-verify.
  • Maintained compliance with I-9 verification practices using E-Verify.
  • Implemented E-Verify procedures and acted as General Administrator.
  • Implemented training modules for new developments including E-Verify.
  • Processed I-9 using E-Verify system for Homeland Security.
  • Verify identity and employment eligibility through E-Verify.
  • Direct recruitment and institution of E-Verify system.
  • Certified in E-Verify I-9 Employment Verification Software.
  • Confirm employment eligibility through use of E-Verify.

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38. Conflict Resolution

low Demand
Here's how Conflict Resolution is used in Human Resources Generalist jobs:
  • Assured implementation of Human Resources policies including all aspects of employee relations, performance management and disciplinary actions, conflict resolution.
  • Provided advice and counsel to supervisory and non-supervisory staff on policies/procedures, grievance resolution, conflict resolution and progressive disciplinary action.
  • Shaped a culture of Organizational Change and Development through training programs such as Harassment, Conflict Resolution and Business Communication.
  • Provide advice and guidance to employees regarding conflict resolution and therapy exercises to improve communication and respect for difference of opinions
  • Initiate effective employee relations and communications policies, counsel management team on conflict resolutions, and direct performance evaluation activities.
  • Managed employee relations/conflict resolution processes including assisting managers in drafting and delivering disciplinary actions for employees on a daily basis.
  • Advised supervisors and managers on policies and procedures relating to performance management, progressive discipline, and conflict resolution.
  • Facilitated conflict resolution, conducted mediation sessions and advised management on process and requirements of city dispute resolution procedures.
  • Mediated disputes and assisted in conflict resolution and provide coaching to management in dealing with difficult interactions or situations.
  • Retained key talent through effective employee relations and documented conflict resolutions which resulted in improved commitment with positive accountability.
  • Identify and resolve employee issues and concerns; facilitate conflict resolutions and provide timely solutions with strict confidentiality.
  • Administered employee relations, including performance appraisals, disciplinary actions, terminations, investigations, and conflict resolution.
  • Provided policy interpretation and conflict resolution options to all levels of the organization in accordance with relevant laws.
  • Implemented business plans and instituted corporate protocols to implement and monitor conflict resolution and employee satisfaction within organizations.
  • Managed employee relations' issues, which included conducting investigations, conflict resolution and making policy-related disciplinary decisions.
  • Liaised between management and staff regarding grievances and conflict resolution, ensuring compliance with established policy and procedures.
  • Counseled and advised department leaders on employment issues such as policy interpretation, progressive discipline and/or conflict resolution.
  • Established open door policy and through conflict resolution counseling have prevented several issues from escalating into major problems.
  • Administered division training programs including: effective communication; team building skills; and disciplinary/conflict resolution training.
  • Assisted in the implementation of corporate mandated policies as well as conflict resolution between management and personnel.

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39. Life Insurance

low Demand
Here's how Life Insurance is used in Human Resources Generalist jobs:
  • Developed and implemented new benefits programs for staff members including short term disability, enhanced medical/dental benefits and life insurance.
  • Administered benefit plans (Medical/Dental/Life Insurance/FSA/Short and Long Term Disability/Worker's Compensation/Unemployment Benefits/401(k)/Pension/Tuition Reimbursement/Open Enrollment).
  • Audited and reconciled benefit invoices for employee voluntary life insurance elections to reflect actual premiums paid.
  • Educated associates on life insurance policies and assisted in evaluating and adjusting associate benefits.
  • Managed voluntary life insurance open enrollment process for regional and international employees.
  • Audited and reported life insurance participation & submit monthly self-billing to corporate.
  • Consulted and advised members regarding life insurance and annuity beneficiary designations.
  • Processed all short-term disability, long-term disability and life insurance claims.
  • Prepared Serviceman's Group Life Insurance issued military identification cards.
  • Administered/reconciled retirement benefits - pension, medical and life insurance.
  • Audited monthly health census and disability/life insurance spreadsheet.
  • Benefits-Costed/purchased new medical/retirement/life insurance generated 20% savings.
  • Conducted presentations on health/life insurance enrollment and changes.
  • Reconciled all medical/dental/vision and life insurance billing statements.
  • Review life insurance applications/EOI for thoroughness.
  • Negotiated benefits with Medical/Dental/Life Insurance providers.
  • Managed Disability and Life Insurance.
  • Manage benefit programs such as health, dental, life insurance, 401(k) plan, and personal leave.
  • Manage all aspects of employee compensation and benefits programs - medical, dental, disability/life insurance, 401(k).
  • Managed existing benefit programs including health, vision, dental and life insurance and handle all open enrollment plus COBRA management.

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40. Human Resources

low Demand
Here's how Human Resources is used in Human Resources Generalist jobs:
  • Identify legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures and reporting are in compliance.
  • Maintain open communication and provide feedback and make recommendations to the Human Resources Leadership concerning possible problems or areas of improvement.
  • Communicate, and enforce human resources and union policies and procedures that reduce employer-union conflict and improve overall operational effectiveness.
  • Collaborated with human resources managers, recruiters and hiring managers to generate offer letters and individual employee benefits packages.
  • Directed all daily human resources operations including providing direct oversight of the establishment and implementation of human resource policies.
  • Developed human resources solutions by collecting and analyzing information; recommending courses of action.
  • Project Management: Rolled out and managed all human resources and operational initiatives.
  • Resolved personnel issues regarding human resources matters needing clarification, submissions and corrections.
  • Managed complex payroll process and supervised Human Resources Assistant on payroll-related matters.
  • Developed training seminars on human resources related topics for new managers nationwide.
  • Partner with management teams to facilitate delivery of Human Resources services.
  • Partnered with management to communicate various Human Resources policies and procedures.
  • Executed Corporate/Business Unit Human Resources initiatives within the territory as required.
  • Provide exemplary customer service to associates relating to Human Resources issues.
  • Conducted confidential internal investigations on a variety of Human Resources issues.
  • Supervised Human Resources operations that served over 500 employees concurrently.
  • Promoted to Human Resources Generalist and advanced with new responsibilities.
  • Monitored and administered all aspect of Human Resources responsibilities.
  • Reported directly to the Corporate Vice-President of Human Resources.
  • Assisted HR Services Manager with payroll/Human Resources implementation projects.

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41. Peoplesoft

low Demand
Here's how Peoplesoft is used in Human Resources Generalist jobs:
  • Assisted in recruitment activities, which included entering positions in PeopleSoft, routing candidate materials and administering applicant testing where appropriate.
  • Confirmed accuracy and integrity of data in PeopleSoft by periodically reviewing data during projects as well as reviewing associate listing.
  • Addressed and corrected outstanding annual leave and retirement issues in PeopleSoft by manually calculating service computation dates.
  • Maintain data integrity by accurately processing transactions to update employee data in PeopleSoft.
  • Performed core corrections in PeopleSoft including hire information, termination and salary changes.
  • Initiated integration into PeopleSoft, checked PeopleSoft record for thoroughness.
  • Facilitated quality control during system migration from PeopleSoft to SAP.
  • Managed data consolidation of new supervisors for PeopleSoft upgrade.
  • Retrieved data and employee information using PeopleSoft applications.
  • Maintained PeopleSoft HRIS database and reporting and analysis.
  • Updated PeopleSoft tracking system and generated reports.
  • Managed security access for all PeopleSoft users.
  • Maintained PeopleSoft database and conducted queries.
  • Maintained accurate employee records using PeopleSoft.
  • Update HRMS tools (PeopleSoft) to reflect changes for position management, job codes, and other metrics as needed.
  • Created job requisitions, entered into PeopleSoft, sent and processed new hire/termination paperwork, and gave new hire orientation.
  • Managed HRIS Implementation project (PeopleSoft); trained associates; worked with vendors to ensure efficient transition and implementation.
  • Ensured ease of access and accuracy by maintaining employee data in PeopleSoft, Talent Track, and Lotus Notes ERF.
  • Developed Queries through PeopleSoft for analysis of trends, such as turnover, vacancy rate, and Short Term Disability.
  • Implemented PeopleSoft HRIS and BrassRing ATS; trained all human resources staff and applicable business unit managers on system utilization.

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42. Corrective Action

low Demand
Here's how Corrective Action is used in Human Resources Generalist jobs:
  • Conducted internal investigations, performed employee relations and made recommendations to senior management team regarding disciplinary actions and corrective action plans.
  • Provide associate relations in areas including progressive discipline, corrective action, career and educational counseling, and succession planning.
  • Investigated and resolved employee relations issue as well as prepared written case summaries and provided decisions and recommendations for corrective action
  • Provide guidance and coaching to managers to aid implementation of performance improvement plans, corrective action procedures and terminations.
  • Assisted managers with identifying gaps in employee performance documentation in order to facilitate numerous coaching and corrective action issues.
  • Prepared and delivered a variety of corrective action documents including written warnings, performance improvement plans and termination justifications.
  • Applied consistent application of policy, procedures and processes including performance management, corrective actions, transfers and terminations.
  • Counseled management on the resolution of employee-related matters up to and including terminations, displacements, and corrective action.
  • Trained and supported managers on employee relations, from diagnosing and investigating problems to identifying and implementing corrective action.
  • Investigated employee allegations within the company to verify claims; implemented corrective actions or issued disciplinary actions as needed.
  • Resolved complex employee relations issues including investigation and resolution of complaints, corrective action, terminations and grievances.
  • Managed and investigated employee relations claims, provided corrective action recommendations to management and reinforcement of company policies.
  • Provided day-to-day generalist support to the business units which included policy clarification, investigation and corrective action guidance.
  • Conducted comprehensive investigations and made recommendations for corrective action regarding various disciplinary concerns, decreasing employee complaints.
  • Assisted supervisors with employee progressive discipline ensuring accuracy of corrective action forms in compliance with company policies.
  • Advise management and supervision on proper corrective action procedures; assists in facilitation of employee corrective action.
  • Provided guidance to managers in their handling of employee relations situations such as discipline/corrective actions and termination.
  • Conducted weekly safety tours with upper management and identified potential safety hazards and implemented corrective action plans.
  • Review corrective action and support managers and supervisors in delivering and addressing employee performance and behaviors.
  • Handle internal investigations; prepare written case summaries and provide decisions and recommendations for corrective action.

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43. Personnel Policies

low Demand
Here's how Personnel Policies is used in Human Resources Generalist jobs:
  • Recommended & implemented personnel policies / procedures; recommend new approaches and procedures to effect continual improvement with company's efficiency.
  • Researched, developed and implemented new personnel policies * Assumed the duties of Safety Coordinator and developed and distributed safety orientations.
  • Coordinate termination process to include adherence to all applicable laws and process documentation in accordance with personnel policies and procedures.
  • Administered various human resources plans and benefit administration for all company personnel; developed and implemented personnel policies and procedures.
  • Developed personnel policies/procedures; provided employee updates regarding company policies, procedures, benefit, and compensation/ payroll issues.
  • Interpreted and explained personnel policies, applied policies to specific situations, recommended or initiated personnel action.
  • Designed training sessions for newly promoted department leaders on employee performance review process and hospital personnel policies.
  • Administered and trained on company policies, established and implemented safety and personnel policies including disciplinary producers.
  • Conferred with senior management to assist in the development and implementation of personnel policies or procedures.
  • Participate with HR management in addressing and resolving issues involving company hiring and related personnel policies.
  • Established Progressive Disciplinary policy and procedures and personnel policies to improve the efficiency of company departments.
  • Administer personnel policies and procedures to improve efficiency of the company and department service performance.
  • Advised and assists business/line managers on interpretation and administration of Personnel policies and programs.
  • Coordinated and provided training to all managers and supervisors on personnel policies and procedures.
  • Administer and communicate personnel policies and procedures to departmental employees and management teams.
  • Answer questions and advises managers regarding basic interpretation of personnel policies and procedures.
  • Prepared and delivered written/oral communications on personnel policies, compensation and benefits information.
  • Design and administer corporate personnel policies and procedures across multiple locations and countries.
  • Answered questions, and proactively disseminated information, concerning personnel policies and procedures.
  • Provide expertise and assistance to develop and implement personnel policies and procedures.

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44. Employment Verifications

low Demand
Here's how Employment Verifications is used in Human Resources Generalist jobs:
  • Evaluated compensation and organizational development employment verifications.
  • Addressed outside inquiries such as unemployment claims and employment verifications; managed requests for temporary employees through temporary staffing agencies.
  • Answer routine internal and external inquiries regarding employment verifications and established company policies, rules and safety.
  • Related benefit information to employees, processed employment verifications and provided support on employee relations issues.
  • Screen resumes/applications for potential candidates, conduct employment verifications, verify references and criminal background records.
  • Maintain documentation relating to personnel activities such as grievances, performance evaluations, and employment verifications.
  • Complete employment verifications and letters of employments; Maintain company organization charts and employee directory.
  • Administered personnel assessments, employment verifications, reference checks, and updated HR information system.
  • Prepare and process all new hire paperwork including preparation of personnel files and employment verifications.
  • Managed on boarding process, conducted employee references/ employment verifications and verified licenses for nurses.
  • Process inquiries such as employment verifications, unemployment claims and other general employment inquiries.
  • Prepared all new hired paperwork, conducted orientations, checked references and employment verifications.
  • Maintain employee records, submit paperwork regarding unemployment, garnishments and employment verifications.
  • Responded to unemployment inquiries, compensation audits, and employment verifications as needed.
  • Responded to unemployment verifications, participated in fact-finding interviews and appeals when necessary.
  • Conducted exit interviews and processed requests for employment verifications/references on former employees.
  • Facilitated new hire orientation, exit interviews, and conducted employment verifications.
  • Complete all employment verifications in accordance with the Neutral Reference Policy.
  • Interviewed and made offers to qualified applicants after conducting employment verifications.
  • Processed background checks and employment verifications and facilitated new employee orientation.

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45. Kronos

low Demand
Here's how Kronos is used in Human Resources Generalist jobs:
  • Awarded Our Best outstanding achievement for collaboration on delivery of KRONOS training at another business unit.
  • Developed and facilitated training for new managers and supervisors with specific focus on the KRONOS system and Academy policy and procedures.
  • Process Payroll with KRONOS Software in accordance with local and federal laws Prepare and transmit direct deposit files by deadline.
  • Assisted management team with inquiries regarding employee relations, KRONOS timekeeping, and general questions related to office operations.
  • Maintain data and generate reports as needed using Microsoft Office suite, People Soft, Access and KRONOS.
  • Owned Payroll process - Weekly Payroll for over 200 employees using KRONOS timekeeping system and PeopleSoft payroll.
  • Managed and maintained the implementation, and maintenance of KRONOS HRIS systems and KRONOS Timekeeper.
  • Audited payroll entry for more than 500 employees at two major locations using KRONOS software.
  • Assisted with the planning and implementation of KRONOS the organization's HRIS system.
  • Process payroll entries/adjustment, KRONOS timekeeping and benefits/leave activities for staff and faculty.
  • Implemented KRONOS timekeeping and associated procedures for all non-exempt employees.
  • Maintain timekeeping data in KRONOS for the Operations client group.
  • Generate weekly Payroll for 500 employees through KRONOS timekeeping system.
  • Performed routine update of employee data in HRMS and KRONOS.
  • Monitored KRONOS for employee records accuracy and manager sign offs.
  • Audit, input and update KRONOS time keeping system.
  • Experience working with the KRONOS workforce management system.
  • Implemented and used a KRONOS timekeeping system.
  • Hire new employees into KRONOS HR system.
  • Use of KRONOS time keeping.

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47. Flsa

low Demand
Here's how Flsa is used in Human Resources Generalist jobs:
  • Performed FLSA audit for new classifications, recommended adjustments to bring classifications into compliance and communicated changes to affected employees.
  • Processed employee-related information including garnishments, benefit deductions, time-off requests and approve payroll registry in compliance with FLSA.
  • Delivered executive management training, established protocols for promotions and career path development and completed FLSA audit.
  • Wrote/analyzed/edited job descriptions in accordance with FLSA guidelines and in support of Company Compensation Program.
  • Initiated company-wide audit resulting in the reclassification of several positions to ensure FLSA compliance.
  • Determined FLSA classification and worked closely with managers to prepare detailed job descriptions.
  • Conduct periodic FLSA audits throughout property to ensure that positions are classified appropriately.
  • Contributed in special projects which included FLSA classifications and performance management.
  • Review job descriptions and recommend FLSA classification according to federal guidelines.
  • Developed job descriptions, determined FLSA classification and compensation ranges.
  • Conducted FLSA analyses to determined exemption status of positions.
  • Developed and facilitated FLSA training to management.
  • Conducted FLSA analysis to determine exemption status.
  • Analyzed jobs and determined FLSA classifications.
  • Advised managers on organizational policy matters such as EEO/AAP, harassment free workplace, FLSA, GINA, ADA and FMLA.
  • Partner with business managers and in-house legal for advanced FMLA, ADA, and FLSA issues including mediation and dispute resolution.
  • Provide ongoing training on Employee Relations, FMLA/ADAAA/FLSA policies as well as ever changing federal/state/local regulation/laws providing technical support as needed.
  • Prepare job descriptions and documentation, and utilize the corporate job evaluation systems, conduct job analysis and performed FLSA audit.
  • Work with the Legal department on a number of employment issues such as FLSA cases and reduction in force risk analysis.
  • Take the lead to assure compliance to regulatory agencies such as EEOC, FLSA, OSHA, and Affirmative Action.

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48. Payroll System

low Demand
Here's how Payroll System is used in Human Resources Generalist jobs:
  • Administered benefit enrollments, coordinated employee communications, and ensured accurate input of enrollment and status change information to payroll system.
  • Discovered numerous discrepancies with new payroll system and successfully implemented necessary changes for system to operate proficiently within a one-week period.
  • Administer insurance programs including initial enrollment, setting up deductions in the payroll system and assisting employees with coverage/benefit questions.
  • Established security access to payroll systems while maintaining confidentiality of proprietary information and protecting company assets.
  • Managed all payroll activities; payroll preparation/processing, voluntary/involuntary deductions, and payroll system maintenance.
  • Maintained HRIS/Payroll system transactions and audit data for accuracy and consistency.
  • Performed new hire orientation, reference checks, background checks, entered new employees into M3 (ADP) payroll system.
  • Implemented new technician payroll systems, reducing staffing turnover from 20% in 2000 to less than 5% in 2003.
  • Dovetailed human resource and payroll functions to ensure accurate and timely processing of all employee transactions in HRIS and payroll systems.
  • Managed the payroll process (enter, audit and correct time entry in the payroll system) and maintain payroll files.
  • Recruited to assist with open enrollment, operate with ADP payroll systems, and add additional support to conduct employee interviews.
  • Prepare reports for headcount, attendance and productivity in addition to maintaining the payroll systems and security clearance for all employees.
  • Used the COP Payroll system (MOIS-PRO) to verify employee eligibility longevity service for employee training and retirement planning seminars.
  • Provide support in the processing of Human Resources transactions in the Human Resources Compensation Management payroll system (HRCMS).
  • Established new employees on the payroll system, conducted benefit presentations and conducted tours of the bank for new employees.
  • Managed the human resource management, time and attendance, and payroll systems for international as well as US employees.
  • Assisted in ensuring all new/rehired employees were entered in the HRIS/payroll system and updated with job and personal information changes.
  • Entered third-party sick pay through payroll systems and verified amounts with third-party administrator at end of year for W-2 inclusion.
  • Audit and monitor all benefit deductions, salary changes, and employee personnel changes in HRIS & payroll system.
  • Streamlined vacation reporting process and worked with corporate payroll to make sure information in the payroll system is accurate.

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49. Ensure Compliance

low Demand
Here's how Ensure Compliance is used in Human Resources Generalist jobs:
  • Assist department in employee document tracking, filing and file maintenance to ensure compliance with regulatory and departmental policy and eligibility.
  • Facilitated training and conducted audit on candidate interview process to ensure compliance with all applicable laws and strengthen management interviewing skills.
  • Plan modification of existing benefits programs, utilizing knowledge of laws concerning employee insurance coverage to ensure compliance with legal requirements.
  • Researched legal requirements affecting human resources functions and made recommendations to management regarding updating policies and procedures to ensure compliance.
  • Created and implemented diversity initiatives to foster a positive work environment and ensure compliance with all discrimination and EEOC regulations.
  • Implemented an Applicant Tracking System to ensure compliance with all legal and regulatory requirements regarding employment and workforce management.
  • Facilitated disciplinary process by interpreting policies and procedures for managers to ensure compliance with company and employment law guidelines.
  • Act as a liaison with liability insurance broker to ensure compliance with insurance requirements and order necessary insurance certificates.
  • Created and revised existing job descriptions to ensure compliance including physical requirements, work environment and qualification data.
  • Monitored the changing regulatory environment developing recommendations to the business to ensure compliance with applicable laws and regulations.
  • Developed CORI/SORI policy and procedure for company and successfully managed process to ensure compliance with Massachusetts law.
  • Managed initiation of corporate accounts to ensure compliance of business travel and expense policy and streamlined process.
  • Participated in organizational change discussions and decisions from a human capital consideration perspective and to ensure compliance.
  • Manage and maintain performance appraisal system, monitor for consistency and ensure compliance with budgetary guidelines.
  • Assisted in Coordinating and administering terminations with Corporate Managers to ensure compliance with Company policies.
  • Develop training presentations for managers and supervisors and oversee LOA program administration to ensure compliance.
  • Assisted in developing effective progress mechanism to ensure compliance with program regulations and procedures.
  • Developed relationships with external auditors to ensure compliance with state and federal agencies guidelines.
  • Coached and advise supervisors on administering disciplinary actions and ensure compliance with company guidelines.
  • Provided interpretation, clarification, implementation guidance, and enforcement to ensure compliance.

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50. Action Plans

low Demand
Here's how Action Plans is used in Human Resources Generalist jobs:
  • Completed Affirmative Action Plans including workforce analysis, identification of adverse impact, and calculation of goals based on availability statistics.
  • Consult annual employee engagement survey results to identify areas of improvement and develop robust action plans to facilitate positive change.
  • Ensured compliance with annual affirmative action plans and maintained and developed partnerships to identify and recruit qualified minorities and females.
  • Conducted on-board orientations and exit interviews; coached management on corrective action plans; tracked therapists in-services requirements and certifications.
  • Provided executive assistance to the President and General Manager in designing action plans and developing company policies and procedures.
  • Filled EEO reports annually and co-develops Affirmative Action plans annually using technology available reducing manual process and saving time.
  • Developed and implemented individual corrective action plans on performance that provided tools for employee's improvement and development.
  • Partner with department managers to identify skill gaps and document individual developmental action plans with employee participation.
  • Counseled management and staff on performance related issues and developed and documented action plans as necessary.
  • Partnered with client groups to deliver results, identify opportunity areas and effectively implement action plans.
  • Aided company leadership with policy interpretation, solution recommendation and suggest course of action plans.
  • Assisted in documenting and delivering Performance Management pieces along with disciplinary action plans with Managers.
  • Complete required reports/logs and associated documentation required for compliance and completion of Affirmative Action Plans.
  • Identify HR implications related to business strategies and assist in developing relevant action plans.
  • Identified areas for compensation improvement, and provided detailed recommendations and action plans.
  • Identified areas of opportunity and develop action plans for improved employee performance.
  • Ensured proper documentation for counseling sessions, corrective action plans and terminations.
  • Promoted for strengths in identifying process improvement opportunities and developing action plans.
  • Received recognition for improving operational goals by developing and implementing action plans.
  • Devised questions for investigative interviews and developed action plans for questioning witnesses.

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20 Most Common Skill for a Human Resources Generalist

Income Tax Returns12.5%
Disciplinary Procedures11.2%
Personnel Files9.3%
Job Descriptions6.5%
Fmla6.2%
Benefits Administration6.1%
Hris5.5%
Workers Compensation5%

Typical Skill-Sets Required For A Human Resources Generalist

RankSkillPercentage of ResumesPercentage
1
1
Income Tax Returns
Income Tax Returns
9.4%
9.4%
2
2
Disciplinary Procedures
Disciplinary Procedures
8.4%
8.4%
3
3
Personnel Files
Personnel Files
7%
7%
4
4
Job Descriptions
Job Descriptions
4.9%
4.9%
5
5
Fmla
Fmla
4.7%
4.7%
6
6
Benefits Administration
Benefits Administration
4.6%
4.6%
7
7
Hris
Hris
4.1%
4.1%
8
8
Workers Compensation
Workers Compensation
3.8%
3.8%
9
9
Performance Management
Performance Management
3.4%
3.4%
10
10
Open Enrollment
Open Enrollment
3.3%
3.3%
11
11
Background Checks
Background Checks
3.3%
3.3%
12
12
Exit Interviews
Exit Interviews
2.6%
2.6%
13
13
ADP
ADP
2.4%
2.4%
14
14
Eeo-1
Eeo-1
2.4%
2.4%
15
15
Unemployment Claims
Unemployment Claims
2.1%
2.1%
16
16
Performance Reviews
Performance Reviews
2%
2%
17
17
Cobra
Cobra
1.8%
1.8%
18
18
Absence
Absence
1.8%
1.8%
19
19
Osha
Osha
1.8%
1.8%
20
20
I-9
I-9
1.6%
1.6%
21
21
Disciplinary Actions
Disciplinary Actions
1.5%
1.5%
22
22
Employment Laws
Employment Laws
1.4%
1.4%
23
23
Customer Service
Customer Service
1.3%
1.3%
24
24
Recruitment Process
Recruitment Process
1.2%
1.2%
25
25
Training Programs
Training Programs
1.1%
1.1%
26
26
State Regulations
State Regulations
0.9%
0.9%
27
27
Full Cycle
Full Cycle
0.9%
0.9%
28
28
Open Positions
Open Positions
0.9%
0.9%
29
29
Special Projects
Special Projects
0.8%
0.8%
30
30
STD
STD
0.8%
0.8%
31
31
Company Policies
Company Policies
0.8%
0.8%
32
32
Data Entry
Data Entry
0.8%
0.8%
33
33
Labor Relations
Labor Relations
0.8%
0.8%
34
34
Succession Planning
Succession Planning
0.8%
0.8%
35
35
Sexual Harassment
Sexual Harassment
0.8%
0.8%
36
36
Insurance Companies
Insurance Companies
0.8%
0.8%
37
37
E-Verify
E-Verify
0.8%
0.8%
38
38
Conflict Resolution
Conflict Resolution
0.7%
0.7%
39
39
Life Insurance
Life Insurance
0.7%
0.7%
40
40
Human Resources
Human Resources
0.7%
0.7%
41
41
Peoplesoft
Peoplesoft
0.7%
0.7%
42
42
Corrective Action
Corrective Action
0.7%
0.7%
43
43
Personnel Policies
Personnel Policies
0.7%
0.7%
44
44
Employment Verifications
Employment Verifications
0.7%
0.7%
45
45
Kronos
Kronos
0.6%
0.6%
46
46
Legal Compliance
Legal Compliance
0.6%
0.6%
47
47
Flsa
Flsa
0.6%
0.6%
48
48
Payroll System
Payroll System
0.5%
0.5%
49
49
Ensure Compliance
Ensure Compliance
0.5%
0.5%
50
50
Action Plans
Action Plans
0.5%
0.5%

13,983 Human Resources Generalist Jobs

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