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Top 50 Senior Human Resources Generalist Skills

Below we've compiled a list of the most important skills for a Senior Human Resources Generalist. We ranked the top skills based on the percentage of Senior Human Resources Generalist resumes they appeared on. For example, 9.0% of Senior Human Resources Generalist resumes contained Ensure Compliance as a skill. Let's find out what skills a Senior Human Resources Generalist actually needs in order to be successful in the workplace.

These Are The Most Important Skills For A Senior Human Resources Generalist

1. Ensure Compliance
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high Demand
Here's how Ensure Compliance is used in Senior Human Resources Generalist jobs:
  • Analyzed and modified compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Designed, implemented and directed a company recruitment process to ensure compliance and consistency.
  • Organized process for extensive contractor workforce to ensure compliance and cost effectiveness
  • Assisted with overseeing policy changes, revisions, and updates to ensure compliance with local, state, and federal laws.
  • Collaborate with a cross-functional team of managers and business partners to ensure compliance with corporate HR policies and high-quality employee relations.
  • Instituted company's first formal employee manual and processes to ensure compliance with FLSA, FMLA, EEO and ADA.
  • Drive affirmative action program; generate and preserve other records, reports, and logs to ensure compliance EEO regulations.
  • Lead and directed all employee investigations to ensure compliance with EEOC, DOL, and other federal agencies.
  • Conduct 401K census, review testing, work with auditors to ensure compliance and file 5500 report.
  • Assist with job analysis, job evaluation and performance management to ensure compliance with division guidelines.
  • Risk Management & Compliance - Ensure compliance with federal & state laws and regulations.
  • Administer labor contract to ensure compliance of contract terms to help increase plant productivity.
  • Monitored hiring practices and terminations to ensure compliance with all federal and state regulations.
  • Compile data for yearly discrimination testing and ensure compliance for all benefit programs.
  • Partnered with various internal departments to ensure compliance with policies and procedures.
  • Communicate and ensure compliance and consistency with Company and HR related policies.
  • Work with Volunteer Coordinator to ensure compliance of Volunteer Files.
  • Managed the recruitment and selection of employees and reviewed employment practices to ensure compliance with company policies/procedures and external laws/regulations.
  • Coordinated payroll and accounting implementation of multi state tax withholding process to ensure compliance.
  • Maintain employment posters and ensure compliance with all government regulations Primary contact for all new hires and terminations.

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2,441 Ensure Compliance Jobs

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2. Performance Management
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high Demand
Here's how Performance Management is used in Senior Human Resources Generalist jobs:
  • Participate with line management in resolving performance management issues through counseling or displacement.
  • Implemented a new Performance Management program; devised and communicated performance metrics.
  • Revised Performance Management system to clearly define objectives and rating categories.
  • Administered Performance Management Systems and Wage and Salary Reviews.
  • Spearheaded the annual online Performance Management Review Process, resulting in 100% completion of all U.S. based staff in 2012.
  • Rolled out new integrated performance management system, including compensation components, as member of divisional core team.
  • Provide guidance and consultation to all levels of management and staff regarding employee relation and performance management issues.
  • Conducted training in the areas of conflict management, violence awareness, communication, performance management and procedures.
  • Developed talent assessment tools to build bench strength, employee engagement, and performance management rhythms.
  • Job analysis, employee appraisal, performance management, and succession planning.
  • Oversee the performance management process for all hourly and salaried hotel Associates.
  • Charged with facilitating performance management and mid-year reviews for 150 employees.
  • Provided counsel and support for employee relations and performance management.
  • Applied performance management practices and followed through with action plans.
  • Plan and administer performance management for the client groups.
  • Oversee the Performance Management process.
  • Provided focused consultation services in employee relations, training, performance management, policy administration and change management process.
  • Coached frontline supervisors, managers and executives on employee relations, employment regulations and performance management issues.
  • Architected and implemented streamlined performance management system for Govplace Federal division.
  • Developed and presented training on Performance Management system roll out to site managers Conducted Investigations, main point of contact forEmployee Relations

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3,000 Performance Management Jobs

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3. Company Policies
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high Demand
Here's how Company Policies is used in Senior Human Resources Generalist jobs:
  • Restructured Massachusetts-based company policies to integrate with California Labor Law and second California acquired software company.
  • Advised managers on company policies, proposed disciplinary actions, and investigated internal cases.
  • Analyzed Massachusetts-based company policies against California Labor Law producing a California compliant Employee Handbook.
  • Support local Management in the implementation and enforcement of company policies and procedures.
  • Assisted company executives in building a consensus for integrating company policies and procedures.
  • Ensured labor relations guidelines and administration of company policies were followed/enforced.
  • Interpreted and enforced company policies and procedures.
  • Update and maintain company handbook/company policies.
  • Provide advice, assistance and follow-up on employment law, company policies, procedures, and documentation to supervisors and managers.
  • Reviewed new hire offers and employee changes in compensation to ensure compliance with company policies and compensation philosophy.
  • Ensured compliance with EEOC regulations, as well as, ensured consistent administration of company policies.
  • Assisted DCAA and internal auditors in order to stay complaint with company policies and procedures.
  • Provided guidance to various levels of employees regarding company policies and procedures.
  • Reviewed company policies and procedures to ensure company was in compliance.
  • Answer questions from employees regarding company policies and procedures.
  • Update and develop company policies and handbook.
  • Train employees on company policies and benefits.
  • Develop and/or update company policies as needed.
  • Restructured company human resources department; reduced company HR liability, streamlined company policies.
  • Coordinated Blood Drives and Health Fairs * Advised employees on company policies and procedures.

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4,225 Company Policies Jobs

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4. Benefits Administration
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high Demand
Here's how Benefits Administration is used in Senior Human Resources Generalist jobs:
  • Facilitated transition issues for approximately 500 staff members including recruitment, employee relations, benefits administration and performance management.
  • Work with business units to ensure receipt of timely and accurate employment/termination information relevant to benefits administration.
  • Managed Benefits Administration process- billing, open enrollment and negotiation of contract renewals with insurance companies.
  • Provided benefits administration support to this 500+ employee organization.
  • Conducted benefits administration for benefit-eligible employees.
  • Managed employee relations issues and served as first point of contact for payroll and benefits administration for contract and temporary employees.
  • Performed benefits administration including open enrollment for 100+ employees, claims resolution, change reporting, approved invoices for payment.
  • Provide guidance and counsel to managers on HR-related matters, including employee relations, employee reward matters, benefits administration.
  • Manage all leave of absences, benefits administration, EEO1/AAP and Occupational reporting, recruiting/on boarding, training and compensation.
  • Assisted with generalist duties, including benefits administration, 401(K), and employee events.
  • Experienced in recruitment and selection, health and safety, training and benefits administration.
  • Managed benefits administration, recruiting, and training functions for two business entities.
  • Assist HR in with administration FMLA, Benefits Administration, and Disability Management.
  • Maintain HR files, handled full benefits administration for 100+ employees.
  • Oversee and perform benefits administration to include benefits enrollment, claims resolution, and communicating benefit information to employees.
  • Assisted with orientation, onboarding, benefits administration and employee recognition programs.
  • Train U.S. and International HR staff on the Employee Onboarding Program, HRIS system, and benefits administration.
  • Execute HR functions: new hire paperwork, onboarding process, compensation analysis and benefits administration.
  • Performed multiple functions, including payroll and benefits administration, employee relations, regulatory compliance, training and performance management.
  • Overhauled and systematized employee lifecycle processes in areas of recruiting, onboarding, FMLA/LOA, benefits administration, and separation activities.

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58 Benefits Administration Jobs

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5. Hris
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high Demand
Here's how Hris is used in Senior Human Resources Generalist jobs:
  • Prepared monthly HRIS spreadsheets and annual performance review reconciliation reports.
  • Increased efficiency of payroll, HRIS, and administrative procedures via expertise with systems and coordination with key personnel.
  • Supported projects that included grievances, discipline, attendance, and the HRIS database to ensure consistency.
  • Maintain a strong working relationship with Management, HRIS, and Payroll staff to coordinate information management.
  • Led employee activities committee planning summer picnic for over 2000 guests and children's Christmas party.
  • Skilled maintenance of HRIS software generating reports for analysis & decision- making incl.
  • Ensured HRIS data integrity, compliance with state and federal laws.
  • Revised employee Change Form to mirror new recruiting HRIS system.
  • Utilize SAP for all HRIS reporting needs and data analysis.
  • Identified organizational needs and developed RFP for HRIS system providers.
  • Implement periodic system upgrades in the HRIS, Workday.
  • Performed HRIS audits, reporting and trend analysis.
  • Maintained HRIS records and compiled reports from database.
  • Managed HRIS and compiled reports from database.
  • Assist in initiating new HRIS package.
  • Play a hands- on role updating the HRIS to ensure proper structure, alignment and interfacing with carries and vendors.
  • Provide backup support for Visa processing, recruiting, relocations, annual audits, and maintaining employee information in HRIS.
  • Maintain accurate personnel and affirmative action records and files Assist in the implementation of a new HRIS system
  • Assist with HRIS data entry including SAP, HR Net, and eTime systems.
  • Coordinated employee engagement, new hire orientations/onboarding, company postings along with HRIS processing and payroll support.

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240 Hris Jobs

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6. Fmla
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high Demand
Here's how Fmla is used in Senior Human Resources Generalist jobs:
  • Assisted Executive HR Director with other high-level HR matters including employee relations, benefits and FMLA.
  • Created new FMLA Administration procedures for department and trained managers and employees on the system.
  • Provide Case Management from start to finish on all FMLA and Workman's Compensation claims.
  • Ensured compliance and facilitated managers and employees in FMLA law and our process.
  • Administered and counseled staff regarding FMLA and ADA guidelines for three locations.
  • Manage, administer, and communicate company benefit programs, including FMLA.
  • Implemented new FMLA HRIS tracking software to organize department cases.
  • Manage FMLA and disability administration for all U.S. locations.
  • Managed FMLA and LOA requirements according to company policy.
  • Coordinate and conduct FMLA training to management team.
  • Manage FMLA, PLOA, and medical accommodations.
  • Administer Family and Medical Leave (FMLA).
  • Advised Managers and employees on FMLA issues.
  • Manage FMLA and Workers Compensation process.
  • Support compliance programs (EEO/AA, ADA, FMLA, WC, etc) to ensure equity and legal compliance.
  • Handled FMLA, ADA, ADEA, EEOC, FLSA ERISA and IRCA processes for assigned client base.
  • Maintained familiarity with HR laws: COBRA, HIPAA, FMLA, ERISA, and FLSA.
  • Provided guidance on FMLA, ADA, FLSA, ADEA regulations.
  • Coordinated all Family Medical Leave Act (FMLA) requests for Capital Metro.
  • Coordinate, track and monitor employee leaves (FMLA, CFRA, PDL, Military, etc.

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16 Fmla Jobs

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7. Job Descriptions
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high Demand
Here's how Job Descriptions is used in Senior Human Resources Generalist jobs:
  • Formalized job descriptions and salary guidelines.
  • Interfaced with LLNL managers to identify their workforce needs, and helped in preparing job descriptions and new hire requisition paperwork.
  • Co-authored the redaction of company policies and procedures, employee handbook, job descriptions, and new hires process review.
  • Improved job descriptions, created behavioral profiles, wrote guidelines for selection, trained managers in interview skills.
  • Coordinated compensation strategies in reference to job descriptions, job analysis, job grading and ranges.
  • Worked with managers to define job descriptions and performance standards for new and existing positions.
  • Create job descriptions, audit FLSA/EEO classifications, and oversee the performance management process.
  • Create and update job descriptions; review compensation requirements; standardized job descriptions.
  • Conducted job data analysis; developed job descriptions and conducted wage surveys.
  • Coach and assisted Department Heads in creating and updating job descriptions.
  • Created job descriptions for all employment positions within the organization.
  • Updated all company job descriptions and posted on company intranet.
  • Ensured job descriptions and core job competencies match job titles.
  • Audited job descriptions and updated content for Bank-wide project.
  • Created and modified job descriptions within all departments.
  • Develop job descriptions based on provided SOW.
  • Create and update job descriptions.
  • Review and revise job descriptions.
  • Collaborated with senior management in 3-month process of evaluating over 75 job classifications, job descriptions, BFOQs.
  • Designed job descriptions for new/old positions Implemented marketing strategies to attract passive and active job seekers.

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80 Job Descriptions Jobs

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8. Workers Compensation
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high Demand
Here's how Workers Compensation is used in Senior Human Resources Generalist jobs:
  • Managed employee relations, workers compensation, performance management, safety and security initiatives, and corporate administrative team members.
  • Managed compliance audits for 1099 workforce ensuring general liability and workers compensation certificates are regularly updated.
  • Prepared regulatory reports, administered workers compensation and safety program.
  • Participated in Safety Programs and handled Workers Compensation.
  • Prepare and coordinate workers compensation policies and procedures.
  • Investigate accidents and prepare reports for workers compensation insurance Carrier, monitor claims and investigate root cause.
  • Lead and Partner with HR and EHS Managers on ADA, Workers Compensation and Unemployment cases.
  • Assisted employees with benefits, 401K benefits and workers compensation on an as needed basis.
  • Collaborate with Risk Management carrier for OSHA Compliance, Workers Compensation and Safety and Security.
  • Partner with TPA to manage the closure of all high value workers compensation claims.
  • Participated in unemployment appeals and workers compensation hearings, winning 100% of cases.
  • Manage Workers Compensation program, Cal OSHA compliance and ergonomic implementation.
  • Manage workers compensation, return to work and safety programs.
  • Work directly with auditor regarding workers compensation and 401K audits.
  • Point of contact for Safety and Workers Compensation programs.
  • Managed workers compensation, unemployment and OSHA programs.
  • Monitor and maintain Workers Compensation Claims.
  • Investigate sensitive employee issue claims * Responsible for Workers Compensation and maintained OSHA logs.
  • Investigate, approve, and process all workers compensation claims.
  • Partner with EHS on workers compensation.

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350 Workers Compensation Jobs

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9. Eeo-1
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high Demand
Here's how Eeo-1 is used in Senior Human Resources Generalist jobs:
  • Developed and implemented EEO programs, Affirmative Action plans (AAP), compensation management, EEO-1 and VETS-100A compliance reports.
  • Developed and maintained Affirmative Action Program; updated records, reports, and logs to conform to EEO-1 regulations.
  • Coordinated affirmative action programs and related EEO informational activities for the company; develops & approves quarterly EEO-1 reports.
  • Created and analyzed monthly HR metrics such as: EEO-1, cost per hire, retention and turnover.
  • Prepared EEO-1 report annually; maintained other records, reports, and logs to conform to EEO regulations.
  • Ensured data integrity within HRIS system, compiled EEO-1 reporting requirements, and assisted with pension administration.
  • Compiled data for annual Creditable Coverage, EEO-1, Vets 100, and Affirmative Action reports.
  • Complete the EEO-1 report, monthly staffing reports and assist with annual Bank salary budget.
  • Recruited and coordinated all activities for the selection and screening process and filed EEO-1 reports.
  • Responded to OFCCP audits, EO surveys, and completed annual EEO-1 and Vets-100 Reports.
  • Prepared and submitted Affirmative Action plan data, EEO-1, VETS-100 and OSHA reports.
  • Administer Affirmative Action Program, VETS-100 reporting, and EEO-1 reporting.
  • Prepared EEO-1, Affirmative Action and Veteran 100 reporting.
  • Conduct Affirmative Action, EEO-1 and Vets 100 reports.
  • Completed and filed annual EEO-1 and Vets 100A reports.
  • Develop annual Affirmative Action Plan and EEO-1 reporting.
  • Manage EEO-1 reporting in Maryland and Virginia.
  • Completed annual EEO-1 and Vets 100 filings.
  • Manage the annual EEO-1 filing process.
  • Prepare EEO-1 and Vets-100 reporting annually.

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10. Exit Interviews
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high Demand
Here's how Exit Interviews is used in Senior Human Resources Generalist jobs:
  • Prepare employee separation notices and related documentation, and conduct exit interviews to determine reasons behind separations.
  • Conduct exit interviews, analyzing data to determine trends and make recommendations for continuous improvement.
  • Conduct termination exit interviews and review results to make recommendations to executive leadership.
  • Coordinated orientations and exit interviews for part-time and temporary employees.
  • Performed extensive client retention analysis and conducted exit interviews.
  • Conducted exit interviews with employees who voluntarily terminated employment.
  • Conducted exit interviews and compiled data to identify trends.
  • Conduct exit interviews to determine reasons behind separations.
  • Conducted employment interviews and exit interviews.
  • Conduct terminations and exit interviews.
  • Conduct new hire orientation, create and process new hire paperwork, process transfers, terminations and exit interviews.
  • Conducted exit interviews explaining COBRA options, conversion of Life Insurance, Unemployment, and Short Term Disability information.
  • Analyzed exit interviews to determine cause of turnover, developed plan with executive team to correct issues discovered.
  • Processed new hire documentation; conducted new hire orientation and conducted employee exit interviews.
  • Conduct exit interviews and report findings to CEO and business unit management.
  • Conduct exit interviews and track data for trending purposes.
  • Prepared employee exit paperwork and conduct exit interviews.
  • Handled Employee counseling and exit interviews.
  • Performed monthly ad-hoc reports, new-hire processing, monthly payroll preparation, terminations/exit interviews, and supply ordering.
  • Coached employees in regards to compliance issues and conducted exit interviews.

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220 Exit Interviews Jobs

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11. Open Enrollment
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high Demand
Here's how Open Enrollment is used in Senior Human Resources Generalist jobs:
  • Administer and coordinate employee benefits programs; administers open enrollment and communicates changes.
  • Presented open enrollment and prepared and implemented new wellness program through Vitality.
  • Organized annual open enrollment, particularly communication changes in overall plan design.
  • Administer benefits open enrollment process and reconciliation of benefits billing.
  • Organized and distributed benefits packages for employee open enrollment.
  • Handled open enrollment for medical benefits.
  • Manage the Benefits Open Enrollment activities ensuring all applicable information is communicated to all employees in a timely and effective manner.
  • Managed all aspects of annual Open Enrollment, Open enrollment documents, updating and auditing benefits documentation, and COBRA notices.
  • Conducted open enrollment sessions with the TaylorMade benefits representatives for transition to new benefit plans in 2013.
  • Developed all employee benefit communications (active, COBRA and former employees/retirees), including Open Enrollment.
  • Designed and delivered annual new hire orientation classes and open enrollment meetings to all US locations.
  • Organized Annual Open Enrollments, Health Fairs, Fundraisers, Employee Appreciation Events and Holiday Celebrations.
  • Coordinated and implemented yearly open enrollment process for 1st, 2nd and 3rd shift employees.
  • Assisted in open enrollment for health care/dental/vision RFP process and selection of vendor.
  • Involved in the strategic benefit planning process and coordinating annual open enrollment.
  • Support annual HR processes, including Benefits Open Enrollment.
  • Conducted open enrollment sessions in Spanish for Production employees.
  • Manage the open enrollment process.
  • Managed open enrollment and tracked equal opportunities and medical leave compliance Managed worker's compensation claims and OSHA compliance.
  • Managed manual and on-line annual open enrollment process including COBRA and retiree enrollees.

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239 Open Enrollment Jobs

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12. Counsel
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high Demand
Here's how Counsel is used in Senior Human Resources Generalist jobs:
  • Conducted New Hire Orientation, counsel/coached mangers, and assisted with progressive discipline and policy administration.
  • Provide employee relations support including coaching, counseling and conducting investigations.
  • Provided coaching and counseling to managers and supervisors.
  • Assist managers in preparation/delivery of performance counseling sessions.
  • Assist supervisors with performance and disciplinary counseling.
  • Provide subject matter expert training, education, and advice/counsel to HR on various HR compliance related topics as required.
  • Advised and counseled managers and employees on employee performance, disciplinary actions, EEO-related issues, and supervisor/subordinate relations.
  • Review couching/counseling notes and authorize Pre-PIP (Performance Improvement Plan) checklist; participate in PIP meetings when necessary.
  • Provide guidance, counsel and coaching to managers on employee relations issues, including investigation and recommendations for action.
  • Counseled supervisors and managers on corporate HR policies and procedures regarding staffing, recruiting, and employee relations.
  • Designed new-hire benefits orientation programs and conducted one-on-one counseling, resulting in a more satisfied, stress-free employee.
  • Coach and counsel Managers on employee relations, termination, and employee performance matters to mitigate risk.
  • Counseled employees on company benefit plans, policies, and procedures regarding benefits packages.
  • Provide advice and counsel to management in handling difficult and sensitive associate relations issues.
  • Counseled managers through recruitment, interviewing, and selection process.
  • Counseled employees with work related questions and problems.
  • Counseled managers on policies and employee issues.
  • Provided counsel and guidance on employee issues.
  • Advised and counseled managers in multi-state locations on organizational policy matters and recommended needed changes.
  • Facilitate salary administration and compensation issues Handle employee relation issues and counseling as needed.

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2,147 Counsel Jobs

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13. Succession Planning
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high Demand
Here's how Succession Planning is used in Senior Human Resources Generalist jobs:
  • Executed 9-box talent inventory and succession planning process to provide leadership competencies analysis and identify training development needs.
  • Led implementation of new performance management processes, succession planning and related training.
  • Analyzed performance data and advised succession planning candidates and executives on development plans.
  • Created and Implemented succession planning program utilized by Entire Corporation.
  • Design succession planning module utilizing the Halogen Performance Appraisal system.
  • Managed succession planning and compensation development.
  • Served as the primary advocate for my client group as it pertains to employee relations, succession planning and vacancy management.
  • Demonstrated success in day-to-day team leadership, development, succession planning, and continuous improvement for recruiting team.
  • Collaborate with senior leadership to identify and resolve HR issues, develop procedures, and oversee succession planning.
  • Manage the employee exit process; provide feedback to management on turnover and assist in succession planning.
  • Assist management and employees with employee relation issues, performance management, career development and succession planning.
  • Facilitated cross training /succession planning to my HR staff in all areas of Human Resources.
  • Served as internal HR consultant to CIO for senior level talent management & succession planning.
  • Participated in the annual salary review, succession planning and career path recommendations.
  • Team Lead for succession planning project for top-tier and mid-tier technology managers.
  • Advised and coached management on staffing, succession planning and strength requirements.
  • Worked with maintenance on succession planning and strategic planning of the organization.
  • Developed Career Development plans with employees to assist with succession planning.
  • Handled employee development and succession planning process.
  • Assisted with organization Development; aligning training with promotion Spearhead Succession Planning efforts.

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1,261 Succession Planning Jobs

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14. Training Programs
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high Demand
Here's how Training Programs is used in Senior Human Resources Generalist jobs:
  • Implemented functional and managerial training programs including certification programs for supervisors and staff in conjunction with the HR Director.
  • Skilled in program presentation, coaching, developing and implementing policies and procedures, developing management training programs.
  • Authored and facilitated corporate training programs for hourly and executive employees by region requiring extensive travel.
  • Prepared employees for assignment by establishment and conducting orientation and training programs.
  • Facilitate manager immersion sessions and ensure participation in new manager training programs.
  • Implemented and delivered management training programs to address harassment issues.
  • Participate in evaluation and monitoring of success of training programs.
  • Developed performance management tools and user training programs.
  • Oversee training programs for exempt and non-exempt employees by leading workshops and classes on management, awareness and skills development.
  • Create, implement and facilitate company wide training programs involving policies/procedures, interviewing skills, performance evaluations, etc.
  • Assist and develop training programs for the employees and management staff to enrich them on policies and effective management.
  • Supported training department through the planning and implementation of two major training programs (Compass & MEP).
  • Develop and implement general HR and recruitment training programs for all audiences.
  • Championed workforce development with forward-thinking HR policies and training programs.
  • Assist with the management of training programs for the organization.
  • Assist with safety compliance and implement safety training programs.
  • Developed training programs and educated staff about EEO matters.
  • Developed and presented employee training programs.
  • Developed city wide training programs.
  • Used PowerPoint to create unique training programs, slide shows, flyers, etc.

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1,717 Training Programs Jobs

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15. Employment Laws
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average Demand
Here's how Employment Laws is used in Senior Human Resources Generalist jobs:
  • Saved the company money, specifically with involuntary termination situations by remaining compliant with local employment laws.
  • Utilized working knowledge/understanding of all Federal, State & City employment laws to lower organization's liability.
  • Safeguarded organization thereby maintaining knowledge of government policies, employment laws and changing regulations.
  • Facilitated supervisory and management training on employment laws such as Sexual Harassment and Family and Medical Leave Act and Union Avoidance.
  • Applied effective professional HR practices, ensuring consistency & compliance with employment laws & regulations, affirmative action, and FLSA.
  • Monitored employment practices; ensured full compliance with all Federal and State employment laws, and local regulatory requirement.
  • Remained current on state and federal employment laws for all locations under my support including California employment law.
  • Provide expertise consultation on simple to complex employee relation matter and guidance on employment laws applicable to clients.
  • Administer and advise on all company policies and procedures and provide guidance on employment laws and regulations.
  • Identified and resolved sensitive and non-routine employee relations issues while ensuring compliance with applicable employment laws.
  • Advise Project Manager on policies and requirements of local, state and federal employment laws.
  • Educate and support management in understanding and complying with employment laws and regulations.
  • Ensured compliance with corporate policies, procedures, and employment laws.
  • Acted as consultant to management on employment laws and company policies.
  • Ensured appropriate action in accordance with employment laws and policies.
  • Advise management on state and federal employment laws.
  • Executed all policies and procedures that supported the business objectives Ensured compliance with employment laws and regulations.
  • Monitored & maintained compliance with federal & state employment laws & counseled managers and supervisors.
  • Ensured compliances with Employment Laws, Workers Compensation and Tax laws.
  • Improved management knowledge and compliance of employment laws through onsite training.

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817 Employment Laws Jobs

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16. Absence
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average Demand
Here's how Absence is used in Senior Human Resources Generalist jobs:
  • Provided recommendations and best practices that enhanced employee satisfaction, minimized unscheduled absences, and reduced turnover.
  • Recruited for open positions, managed leave of absence programs and personnel records; administered benefits enrollments and programs.
  • Assist clients with resolution of employee issues such as leaves of absence, workers compensation, and disability accommodations.
  • Partnered with HR Director and Management in EE relations, Workers Compensation and Leave of Absence administration.
  • Coordinate Leave of Absences including FMLA, CFRA, ADA and CA and company short term disability.
  • Monitor assigned groups statistical data including trends in turnover, absences, and issues related to management.
  • Supervised HR Coordinator responsible for Employee Benefits, Workers Comp Administration, and Leave of Absence Administration.
  • Processed terminations, leave of absence requests, promotions, internal transfers, and new hires.
  • Answered questions from employees on legal and company policies relating to all leaves of absences.
  • Manage the Short & Long Term Disability programs and all employee leaves of absence.
  • Managed all Leave of Absence Program and provided training to managers and supervisors.
  • Managed all leaves of absence, 401K, benefits and Educational Assistance Program.
  • Reduced attrition through progressive Leaves of Absence management saving 1MM in first year.
  • Prepare paperwork for employees who request FMLA and general leaves of absence.
  • Maintained and managed all Workers Compensation Claims and Leave of Absences.
  • Assist with the administration and processing of Leave of Absences.
  • Manage and enforce leave of absence (FMLA/PDL/CFRA) program.
  • Managed local Leave of Absence process for 600+ call center.
  • Administer FMLA and other Leaves of absence programs.
  • Manage FMLA, Non-FMLA and ADA leaves of absences.

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3,138 Absence Jobs

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17. ADP
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average Demand
Here's how ADP is used in Senior Human Resources Generalist jobs:
  • Managed implementation of reprogramming changes ADP payroll system.
  • Worked directly with management to discuss any errors or discrepancies as well as provided special reports using ADP Reporting.
  • Maintained the Company ADP Employee Self Service Intranet site that includes i-pay, HRB, performance management and payroll.
  • Maintained ADP V9 system by posting new position, updating changes, and tracking applicant information.
  • Ensured ADP connection files takes place with all vendors that includes troubleshoots and resolves error reports.
  • Assist with new hire and exit processing ADP transactions that includes doing background and reference checks.
  • Handled the payroll activities including checking, expense reports, ADP processing for entire company.
  • Supervised staff and distribute work load, time reporting, and payroll utilizing ADP.
  • Maintain accurate data records within the ADP HRIS, HRB and EZ labor.
  • Manage HRIS and Payroll system (ADP) for 350+ non-union manufacturing employees.
  • Administered payroll using ADP payroll software for Michigan sales force of 150 employees.
  • Developed policies/procedures and updated employee handbook via the ADP Employee Online Portal.
  • Process two bi-weekly payrolls utilizing ADP Work Force Now.
  • Serve as primary contact for all communication with ADP.
  • Maintain ADP HR interface and electronic records.
  • Process changes in PayChex and ADP HR & Payroll systems for 600 employees.
  • Maintained the ADP-HRB HRIS system.
  • Maintain Human Resource Information System (ADP) records and compiles reports from database.
  • Assisted payroll with entering and keeping track of all timecards through ADP.
  • Utilized ADP reporting to monitor all aspects of employee management.

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230 ADP Jobs

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18. Business Units
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Here's how Business Units is used in Senior Human Resources Generalist jobs:
  • Support leadership development and ensure consistency in employment practices for multiple business units within the North America Operations & Technology organization.
  • Designed and delivered management and leadership development, operations and other training programs to employees across all business units.
  • Assessed culture after recent acquisition of four diverse business units forming a medical manufacturing company.
  • Interpret contract on daily basis and ensure consistent interpretation throughout business units.
  • Communicated Human Resources and company-wide initiatives and policies to business units.
  • Identify training needs for business units and individual executive coaching needs.
  • Support for multiple business units (600- 1500 employees) including Information Technology, Operations, Finance, Fraud and Marketing.
  • Partnered with business units on hiring needs, serving as liaison for successful posting, hiring and orienting new team members.
  • Design, plan and implement human resources policies and procedures for corporate and field offices within respective business units.
  • Managed annual wage and salary review process for assigned business units while keeping increases consistently on or below budget.
  • Managed full life-cycle recruiting process to meet the various staffing goals across all levels and business units.
  • Revised corporate employee handbook with policy updates from all business units.
  • Serve as a strategic business partner to multiple business units.
  • Traveled 35% to various business units.
  • Identified training needs for assigned business units.
  • Conduct weekly meetings with respective business units.
  • Key Accomplishments: Implemented a University and Military Recruiting Program across multiple business units.
  • Selected Contributions: Acted as Human Resources Shared Services North American Account Relationship Manager for all business units.
  • Created all monthly, quarterly and ad hoc reports for distribution to various business units.
  • Provided HR Generalist support and training to all Medica business units.

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1,262 Business Units Jobs

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19. Workforce
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Here's how Workforce is used in Senior Human Resources Generalist jobs:
  • Developed a staffing projection and redistribution model as Six Sigma Greenbelt certification project to better optimize workforce planning.
  • Managed employee terminations including involuntary terminations and workforce reductions under the guidance of Regional Human Resources Director.
  • Assist with workforce planning including recruiting; build/maintain relationships with temporary agencies.
  • Supported and monitored workforce plans and managed headcount for future requirements.
  • Managed recruiting for exempt and non-exempt positions as needed and participated as a key business partner with managers and exempt workforce.
  • Key HR Business Partner for corporate headquarters within start-up and expansion environment with heavy workforce planning, brand marketing and staffing.
  • Set requirements for needs assessment to measure how successful the integration of a new hr program would benefit our workforce.
  • Maintain file records for employees, contingent workforce, benefits, and all other documents.
  • Partner with business units and leaders to assess workforce needs and align with department strategy.
  • Develop talent acquisition strategies to meet workforce planning goals for full-time and contract workers.
  • Key project leader of a workforce reduction and cost savings initiative of $6m.
  • Provide guidance and input on business unit restructures, workforce planning, succession planning.
  • Recognized as employee relations and recruitment lead and member of workforce planning team.
  • Provide guidance for changes in structure, workforce planning, and compensation.
  • Partner with leaders on talent acquisition needs and workforce planning.
  • Provide employee relations support to hourly and professional workforce.
  • Helped to shape a more inclusive workforce culture.
  • Led the Freeport Time Recording and Pay Practices Policy implementation project by developing local supplemental policy and communicating to the workforce.
  • Key Accomplishments Coordinated reduction in workforce to reduce labor costs in Housekeeping.
  • Created and implemented a comprehensive Newsletter which enabled the management team to disseminate key communication messages to the workforce.

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2,438 Workforce Jobs

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20. Unemployment Claims
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Here's how Unemployment Claims is used in Senior Human Resources Generalist jobs:
  • Monitor unemployment claims by reviewing claims, providing documentation, and coordinating responses with management.
  • Facilitated internal and external investigations and respond to corporate office unemployment claims.
  • Participated in DOL unemployment claims hearing and response to interrogatories questions.
  • Respond to all employment verification requests and unemployment claims.
  • Respond to unemployment claims and participate in unemployment hearings.
  • Coordinated company responses to unemployment claims.
  • Minimized risk of legal actions and achieved a 98% company favorable decision on unemployment claims.
  • Investigated and respond to all claims of harassment, unemployment claims and EEOC charges.
  • Respond to unemployment claims and act as company representative to defend claims
  • Managed all unemployment claims and appeals, I9, e-verify.
  • Monitor unemployment claims and assist third party providers with appeals.
  • Attained 100% win rate in unemployment claims.
  • Respond to and/or represents company with unemployment claims.
  • Represented the company for all unemployment claims.
  • Process unemployment claims and attended hearings.
  • Key accomplishments: * Significantly reduced corporate office unemployment claims for two consecutive years.
  • Conducted reference checks, employment verifications, unemployment claims.
  • Managed I9, e-verify, unemployment claims appeals and represented Kaplan in all hearings nationwide.
  • Respond to TWC unemployment claims/hearings at Great American, DNC, and Orthodent.
  • Completed all record subpoenas, verifications, unemployment claims and hearings.

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124 Unemployment Claims Jobs

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21. Disciplinary Actions
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Here's how Disciplinary Actions is used in Senior Human Resources Generalist jobs:
  • Respond to and promptly investigate employee concerns and grievances, allegations of discrimination/harassment, and disputes regarding disciplinary actions and terminations.
  • Investigated and resolved complex ER issues through gathering and analyzing evidence, applying relevant policies/laws and issuing corrective/disciplinary actions as needed.
  • Conduct highly confidential and sensitive internal investigations and provide recommendations to management on appropriate disciplinary actions.
  • Gather sensitive information for management regarding grievances, disciplinary actions and other personnel matters.
  • Streamlined corrective and disciplinary actions by implementing a standard policy across ranks.
  • Accomplished high level of success in initiating and implementing progressive disciplinary actions.
  • Conduct employee consultations, including disciplinary actions and up to termination.
  • Completed performance reviews and disciplinary actions including terminations of HR staff.
  • Conducted Employee Relations Investigations including dispute resolutions and disciplinary actions.
  • Conducted investigations, disciplinary actions and resolved employee grievances.
  • Aided with internal investigations and disciplinary actions.
  • Administered all disciplinary actions and policy interpretation.
  • Approve disciplinary actions and performance reviews.
  • Conducted open enrollment, new employee orientation, safety meetings and training, as well as non-compliance investigations and disciplinary actions.
  • Partner with management throughout the organization and provide coaching tips for their staff and discuss options for disciplinary actions when needed.
  • Ensured disciplinary actions are in accordance with policies and procedures, as well as state and federal laws.
  • Advise management on employee relations issues including coaching, counseling, disciplinary actions up to and including termination.
  • Recommend, document and deliver disciplinary actions in coordination with the HR Director and Administrative Counsel.
  • Advise and coordinate disciplinary actions, grievances, and appeals.
  • Provide performance management guidance to line management for coaching, counseling, career development, and disciplinary actions.

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36 Disciplinary Actions Jobs

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22. Performance Reviews
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Here's how Performance Reviews is used in Senior Human Resources Generalist jobs:
  • Updated and maintained employee personnel files to document employee personal data, compensation, benefits and performance reviews/evaluations.
  • Advise managers on organizational policy matters such as performance reviews and benefit administration, and recommended training opportunities.
  • Supported Performance Management process by ensuring all employees completed Performance Reviews, Goals and Individual Development Plans.
  • Evaluated and reviewed employee appraisals and counseled managers and supervisors on writing effective performance reviews.
  • Developed online formats for employment application and performance reviews.
  • Reviewed, made recommendations and approved performance reviews.
  • Coordinate performance reviews with program managers.
  • Consulted and Processed Performance Reviews.
  • Assisted with the Performance Management Program (Performance Reviews, pro rated pay increases, timely processing of change forms).
  • Processed and calculated monthly merit increases and ensures performance reviews are completed by management correctly and on time.
  • Provided recommendations or directives for employee performance reviews, management coaching, compensation, and employee assistance topics.
  • Coordinate and track performance reviews and wage increases for hourly and management team members.
  • Transitioned our performance reviews from being paper-driven to web-based via ADP Workforce Now.
  • Guide managers in applying pay plans to employment offers and performance reviews.
  • Process performance reviews and maintain productive relationships with all company employees.
  • Perform annual Merit Increases and accurate record keeping of Performance Reviews.
  • Assisted managers as needed in development of performance reviews.
  • Achieved 100% accuracy on-time delivery of performance reviews.
  • Direct management and supervision of HR Coordinator and HR Assistant including training and performing annual performance reviews.
  • Helped rollout new compensation process including mid and year-end performance reviews.

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354 Performance Reviews Jobs

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23. Action Plans
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Here's how Action Plans is used in Senior Human Resources Generalist jobs:
  • Conducted an in-depth analysis on areas of opportunity within all locations using an organization/tasks/person analysis and designed action plans.
  • Partnered with Senior Management to accurately diagnose organization issues, develop solutions and implement action plans.
  • Established an enterprise wide philosophy regarding the centralization, development and management of EEO/Affirmative Action Plans, and their associated programs.
  • Initiated a career development training program, including one-on-one coaching sessions and analyzed data in order to provide action plans.
  • Implemented HR4U Meetings to obtain employee feedback related to HR matters and prepared action plans to address their concerns.
  • Developed and implemented first employee engagement survey in Wichita, implemented action plans with managers to improve plant morale.
  • Administered unemployment compensation, affirmative action plans, Worker's Compensation, FMLA, ADA, COBRA and OSHA.
  • Served as Regional Lead for Global Employee Survey and supported business leaders in creating quantifiable action plans for improvement.
  • Performed training on Employee Performance Documentation, New Hire Orientation, Annual Open Enrollment and Affirmative Action Plans.
  • Managed work related injuries, claims, investigations, corrective action plans, incentive plans and creative awareness.
  • Prepare and present Affirmative Action Plans and Salary Equity Analysis for 4 locations to executive leadership annually.
  • Develop documentation for action plans, corrective actions, assessing performance, communicating expectations, etc.
  • Develop and prepared annual Affirmative Action Plans for High Rise and the Portfolio team clients.
  • Prepared statistical and narrative data for Affirmative Action Plans, EEO & VETS reports.
  • Consulted with management team to analyze needs and develop and implement action plans.
  • Facilitated filing of company 5500's and company Affirmative Action plans.
  • Assumed record-keeping responsibility and compliance for EEO and Affirmative Action plans.
  • Created action plans to increase employee satisfaction.
  • Co-created action plans addressing employee satisfaction issues.
  • Formulate strategies and action plans to drive key talent acquisition for mergers and acquisitions via benchmarking and leveraging best practices.

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1,637 Action Plans Jobs

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24. Diversity
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Here's how Diversity is used in Senior Human Resources Generalist jobs:
  • Designed and delivered web-based training classes for hiring managers, to include behavioral interviewing, diversity hiring and career path development.
  • Developed Awareness Training in a union environment for line supervisors and managers to address sexual harassment and diversity issues.
  • Managed in-house full-cycle recruiting for two locations with heavy emphasis on increased workforce diversity and fostering an inclusive workplace.
  • Consult on strategic issues and business transformation such as diversity, workforce planning, organization design and optimization.
  • Designed diversity recruitment plan to identify teachers and school administrators that would entertain working in Minneapolis Public Schools.
  • Involved in special projects related to diversity, telecommuting, succession planning, and management development.
  • Conducted sexual harassment, discrimination and cultural diversity training.
  • Spearheaded diversity Staffing project to enable Corporate-wide initiatives.
  • Improved hiring practices and diversity hiring initiatives.
  • Certified facilitator for Diversity SOS Management training.
  • Managed numerous employee relations' issues to include performance plans, investigations, terminations, talent management and diversity & inclusion.
  • Facilitated management and employee training in the areas of diversity, on boarding, sexual harassment, and new supervisor training.
  • Completed applicant flow tracking to ensure compliance with governmental regulations with federal contracts and to meet diversity standards (EEO-1).
  • Partner with over 40 managers and local human resources in utilizing local recruitment budgets, reduce turnover and increase diversity.
  • Developed an implemented drug and alcohol free work place and implemented diversity and inclusion training to all workforce.
  • Implemented programs for process redesign, change management, placement, diversity, career development and engagement.
  • Managed retention, survey results, manpower, diversity, compensation and performance feedback.
  • Train Directors and Managers on FMLA, Diversity Initiatives, and Performance Management.
  • Served as lead on key enterprise-wide diversity and inclusion project.
  • Created ad hoc HR reports; staffing, LOA, LTD, monthly /YTD salary, headcount, diversity.

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2,294 Diversity Jobs

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25. Background Checks
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Here's how Background Checks is used in Senior Human Resources Generalist jobs:
  • Qualified candidates for appropriate positions through phone screening, in-person interview process, reference checks and background checks.
  • Manage interview, offer and on boarding process including payroll, benefits, E-Verify processing, background checks.
  • Conducted background checks, and provided recommendations based on interviews, reference checks, applications, and resumes.
  • Maintained all benefits: FMLA, Health Insurance issues, background checks, etc.
  • Drafted offer letters, employment contracts, conduct background checks, and references.
  • Conducted in-depth interviews and employee background checks to determine competency and company fit.
  • Conducted employee background checks, certification processes, and related documentation.
  • Process background checks, drug screening, and extend employment offers.
  • Complete background checks including MVR and DAC reports and VOE's.
  • Conduct reference checks, background checks and drug tests.
  • Processed HR Plus background checks.
  • Performed referencing, criminal background checks, facilitated drug testing and education verifications.
  • Administered pre-employment screening including testing, initial credit and background checks.
  • Assist in the onboarding process, including processing background checks/drug screens, and scheduling detailed training plans for all new hires.
  • Oversee the Performance Management process to ensure all employees receive annual Performance Reviews Assist recruiting in On Boarding and background checks.
  • Interviewed potential candidates, administered background checks, social checks, employment verifications, credit and drug testing.
  • Conduct pre-employment background checks in accordance to client requirement as stated in master service agreements.
  • Implement onboarding best practices including background checks, drug testing and electronic form completion.
  • Job descriptions, assessments, background checks, work eligibility).
  • Perform pre-employment background checks and drug testing.

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114 Background Checks Jobs

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26. Cobra
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Here's how Cobra is used in Senior Human Resources Generalist jobs:
  • Perform standard HR duties to include recruitment, on-boarding, benefits enrollment/terminations/COBRA/leave paperwork.
  • Developed COBRA IS module with IS to integrate multiple processes and speed delivery allowing for compliance with laws and regulatory agencies.
  • Assist employees with enrolling in eligible benefits elections as well as COBRA and HIPAA applications and forms for the terminating employees.
  • Developed and implemented HR Brown Bags training sessions for leadership * Developed, implemented and maintain COBRA Administration and notification.
  • Manage benefits, including, open enrollment, plan renewal discussions with broker, invoice auditing, and COBRA administration.
  • Act as a liaison between employees, insurance providers, and COBRA providers to resolve benefit related problems.
  • Processed a wide variety of payroll documents and materials (COBRA, employee contributions, etc.)
  • Manage the termination process, involving exit interviews, COBRA administration and severance agreement when applicable.
  • Administered the benefit programs (401k, Pension, COBRA, Disability, etc.)
  • Prepared termination paperwork and final check, conducted exit interview, and administered COBRA program.
  • Answer benefit questions, enroll and terminate employee benefits, enter in COBRA information.
  • Input COBRA information via internet and send group life conversion paperwork to termed employees.
  • Process termination of benefits, making sure we are in compliance with COBRA.
  • Performed Exit Interviews - ensuring employee awareness of COBRA and administrative benefits.
  • Decreased COBRA admin costs by 9k/year by switching COBRA vendors.
  • Ensured that COBRA packets were delivered on time.
  • Manage FMLA and COBRA processes; maintain all employee files and HRIS systems.
  • Drafted and implemented job descriptions and HR policies and procedures, and administered COBRA medical insurance continuation for departing employees.
  • Assure compliance regarding all state and federal laws including FMLA, HIPAA, COBRA, ERISA and ACA regulations.
  • Managed all cobra entries into Optum Health and reconcile monthly statement.

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30 Cobra Jobs

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27. Corrective Action
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Here's how Corrective Action is used in Senior Human Resources Generalist jobs:
  • Investigated and provided solutions regarding employee relations/corrective action issues which included mediation of grievance hearings.
  • Recruited to improve profitability and compliance by analyzing operations and developing corrective action plans.
  • Managed monthly safety inspections, documented findings, and implemented corrective actions.
  • Conducted exit interviews, analyzed data and provided recommendations for corrective actions.
  • Facilitated employee-relations sessions with management emphasizing staffing and corrective action procedures.
  • Conducted investigations, and recommended corrective actions, when appropriate.
  • Performed investigations of complaints and recommend corrective action.
  • Trained all managers, supervisors, and employees at the HEC on the City of Houston s Positive Corrective Action Program.
  • Manage exit interviews, processing analysis of survey data and partnering with leaders to implement corrective actions based on results.
  • Provided guidance to leaders and employee advocacy on all formal corrective action with a focus on prevention through GPTW initiatives.
  • Assisted Employee Relations in conducting inquires, gathering statements, conduct case synopsis, provided recommendations for corrective actions.
  • Supported 23 departments in areas of employee relations, corrective actions, terminations and conflict mediation with employees.
  • Advise supervisor and managers, mediate and provide corrective action plans to improve employee behavior and morale.
  • Advise executive management and officers on all HR related matters, including corrective action.
  • Assist managers in writing effective counseling and action plans for corrective action.
  • Facilitate Employee Corrective Action workshops for Company s New Leadership training.
  • Standardized the Corrective Action process to reflect legal standards.
  • Advised top management on appropriate employee corrective actions.
  • Coach Managers through corrective action process.
  • Provided career counseling, corrective action counseling up to and including terminations and assistance with outplacement.

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1,207 Corrective Action Jobs

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28. Osha
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Here's how Osha is used in Senior Human Resources Generalist jobs:
  • Develop training on interviewing, performance management/performance improvement plans, sexual harassment/offensive behavior, and safety/OSHA.
  • Manage company Safety Program and ensure compliance with OSHA Regulations including accident investigations and OSHA Postings.
  • Coordinate data collection for annual compliance reports including Vets 4212, EEO-1, OSHA and Affirmative Action etc.
  • Maintain legal compliance with in areas of record retention, Affirmative Action, EEOC, ISO and OSHA.
  • Perform compliance/reporting for EEO-1, Vets 100, OSHA logs, etc., including posting requirements.
  • Provide assistance to Directors of each department to complete all job descriptions requested by OSHA/MSHA.
  • Worked to support OSHA-compliant workplace with company-wide injury & illness Prevention Program roll out.
  • Work with managers on work related injuries and accidents and maintain OSHA 300/301 logs.
  • Monitored all OSHA safety compliance and completed MSDS forms on a regular basis.
  • Delivered OSHA and State of Ohio-required compliance training.
  • Maintained OSHA compliance for three locations.
  • Maintained OSHA regulations and company policies.
  • Manage OSHA incident and annual reporting.
  • Design and taught OSHA compliance training.
  • Perform and promote all activities in compliance with OSHA, EEO, and HIPAA.
  • Reported the OSHA and 5500 reports.
  • Served as Facility Safety Coordinator responsible for safety training, recordkeeping and auditing to ensure compliance with OSHA regulations.
  • Generated weekly and monthly management reports, including employee turnover, headcount, OSHA 300 Log, and Timecard punch details.
  • Designed & conducted OSHA safety training program for employees.
  • program with a 24% decrease in OSHA Recordable accidents the following year.

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165 Osha Jobs

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29. SR
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Here's how SR is used in Senior Human Resources Generalist jobs:
  • Provided support and training during new HRIS implementation ensuring efficient execution and reduced disruption.
  • Executed program demobilization and transition between government contracts as on the ground HR lead in Haiti, Israel and Jordan.
  • Collaborate directly with the Sr. Vice President of Human Resources to set goals and develop HR strategies and campaigns.
  • Developed annual divisional succession plan (DSR) and monitored progress of high potential employees with capacity for growth.
  • Developed and provided Sr. Management monthly metric reports, which included overtime hours, headcount, and salaries.
  • Attained multiple promotions including Human Resource Coordinator, Employee Relations Specialist and Sr. Human Resource Generalist.
  • Reported to the Sr. Human Resources Business Partner located in Atlanta, GA corporate offices.
  • Reported to the Sr. Director of Human Resources for start-up company employing 100+ employees.
  • Developed PSR Guidelines for Patient Services to ensure consistency during the evaluation process.
  • Recommend changes to Sr. VP of Employee Care and Development.
  • Facilitated Talent Forum and succession planning sessions with Sr.
  • Led staffing initiatives for all Sr. level management positions.
  • Delivered training via classroom and virtual training methods.
  • Partnered with Sr. Director of HR, Sr.
  • Partnered with site CEO and Sr.
  • Partnered with Sr. VP of HR, multiple VP Leaders, and approximately 2000 + Employees Downsized, Miami Facilities Closed
  • Managed recruitment/staffing all of the entry level to Sr. Management positions in the Corporate Office.
  • Conducted new hire orientation meetings and webinars that includes disruption of new hire packages.
  • Conducted exit interviews, analyze feedback and communicate issues to sr. management.
  • Partner with national Sr. Management Executives and/or Functional leads in the delivery of new or special HR related programs (i.e.

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1,882 SR Jobs

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30. Recruitment Process
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low Demand
Here's how Recruitment Process is used in Senior Human Resources Generalist jobs:
  • Implemented applicant tracking system resulting in a streamlined recruitment process and improved quality of information captured for all applicants.
  • Established performance management system for exempt and non-exempt level, progressive discipline policy and recruitment process guidelines.
  • Designed and implemented a formal recruitment process for all North American locations to ensure a streamlined/organized approach.
  • Subject matter expert around applicant tracking systems, candidate sourcing methodologies and recruitment process effectiveness.
  • Developed recruitment processes from initial position opening through staffed position.
  • Managed recruitment process including sourcing, interviewing, extending offers.
  • Spearheaded Recruitment process with a recruitment strategy.
  • Work with internal legal department and external immigration attorneys on porting H1B's for candidates following time sensitive recruitment process.
  • Managed recruitment process for non-exempt, professional, technical and managerial positions and effectively drove the process to close.
  • Established an effective recruitment process to fill requisitions with a talented and skilled applicant pool.
  • Establish, manage and maintain the recruitment process, including strategy and best practice.
  • Manage the recruitment process of 1000+ teachers and 700+ field sales personnel.
  • Organized and led a team on a project to standardize recruitment processes.
  • Monitor and constantly reduce the costs of the recruitment process.
  • Created and implemented recruitment process, policies and procedures.
  • Develop and lead orientation sessions/trainings for newly hired employees Implemented the recruitment process from job description to orientation
  • Manage IT recruitment process for fortune 500 companies like Google, SAP Labs, Deloitte, and Motorola etc.
  • Manage full life cycle recruitment process from sourcing of candidates through onboarding and orientation.
  • Reduced recruitment budget by [ ] by incorporating an in-house recruitment process.
  • Managed the recruitment process for multiple locations from Offer of appointment to onboarding.

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449 Recruitment Process Jobs

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31. Customer Service
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low Demand
Here's how Customer Service is used in Senior Human Resources Generalist jobs:
  • Managed ER investigations, developed and delivered training to leadership in Performance Management, Succession Planning and new customer service initiatives.
  • Formulated and delivered training presentations covering issues including diversity, customer service, developing a resume and improving interview skills.
  • Facilitated and lead training sessions for HR Department on Customer Service Satisfaction Created and managed contingent offer letters.
  • Ensured all customer service standards were maintained according to company policy.
  • Conducted monthly employee training meetings, which focused primarily on improving Customer Service and adhering to the company's Leadership Values.
  • Work closely with all levels of employees to resolve payroll related issues while maintaining a high level customer service approach.
  • Manage day to day HR operations, to ensure accuracy, efficiency, compliance, and superior customer service.
  • Make recommendations and offers input on processes/procedures to improve customer service and client satisfaction with the HR Service/Call Center.
  • Recruited, screened and interviewed for executive, professional, technical, sales and customer service positions.
  • Recruited for all levels of employment but specialized in customer service, collections, and fraud agents.
  • Recruited qualified sales agents, customer service representatives, and IT candidates by conducting personal interviews.
  • Provide customer service to Construction, Engineering, and HSQE employees in all aspect of HR.
  • Help to source, screen, and recruit qualified applicants for multiple customer service based locations.
  • Monitor vendor performance for all programs to ensure accuracy and high level of customer service.
  • Provide customer service for internal and external clients by responding to concerns within 24-48 hours.
  • Monitor customer service standard indicators and recommend changes in work flow processes and procedures.
  • Partnered with leaders to launch pilot program to create e-working Customer Service Representatives.
  • Achieved upwards of 30% annual business growth by providing superb customer service.
  • Provided outstanding customer service for internal and external customers that focused on benefits management and employee relations.
  • Honored with annual "5 -Star" Performance Award for exceptional customer service in 1995.

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15,773 Customer Service Jobs

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32. Labor Relations
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low Demand
Here's how Labor Relations is used in Senior Human Resources Generalist jobs:
  • Provide conflict and problem resolution through employee relations investigations while addressing labor relations issues adhering to the collective bargaining unit agreement.
  • Lead labor relations initiatives by developing union contract proposals and facilitating negotiations of union contracts every three years.
  • Facilitated meetings with college and association leadership, proactively building and sustaining a healthy labor relations environment.
  • Represented management in routine union-management meetings, investigates and resolves basic labor relations issues.
  • Planned, developed, implemented and evaluated personnel and labor relations strategies.
  • Provide labor relations support in unionized location.
  • Coordinated employee/labor relations activities and contract interpretation.
  • Evaluated and resolved human relations, labor relations, and work-related problems, and met with management to determine appropriate action.
  • Utilize principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiations.
  • Assisted Labor Relations Director in addressing union issues, questions, grievances and interpretation of the Collective Bargaining Agreement.
  • Manage Employee Relations processes in compliance with corporate HR policies including policy interpretation, and labor relations strategies.
  • Provide clear, effective, timely and constructive feedback to management on interviewing techniques and effective labor relations.
  • Provide counsel on labor agreements, grievance procedures, labor relations, and support during contract negotiations
  • Labor relations, contract administration, labor negotiations (plant represented by United Steelworkers).
  • Support the grievance resolution process at each step based on MARC labor relations principles.
  • Manage employee and labor relations for Pratt & Whitney Auto Air.
  • Managed and resolved complex employee & labor relations issues.
  • Partnered with Labor Relations to implement an electronic process for conducting first ever performance assessment of bargaining unit employees.
  • Labor Relations efforts for Sturbridge, Massachusetts site, in partnership with Corporate Legal Counsel and HR VP.
  • Managed employee and labor relations for Hamilton Sundstrand Electric Systems, population 900.

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605 Labor Relations Jobs

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33. Client Groups
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low Demand
Here's how Client Groups is used in Senior Human Resources Generalist jobs:
  • Support client groups in partnership with Director of Human Resources to ensure efficient and effective organizational transition.
  • Conducted and coordinated internal investigations and audits across Sales and Marketing Client Groups.
  • Developed strong relationship with all levels of management and internal client groups to determine and meet the operational goals.
  • Partner with assigned client groups to support associate development and establish development plans, career paths and retention programs.
  • Provided education and support on HR issues to client groups in a factory workforce of 2,500.
  • Developed Recruitment Profiles for designated client groups as well as create and implement recruitment strategies.
  • Served as primary business partner for designated client groups for recruiting and employee relations.
  • Collaborated and supported HR Director on employee relations activities for assigned 1000+ client groups.
  • Consulted with management and staff regarding various employee relations matters for designated client groups.
  • Mentored junior HR team members to facilitate better customer service to client groups.
  • Partnered with client groups in the areas of recruitment and employee relations.
  • Provide support on employee engagement and cultural initiatives for client groups.
  • Partnered with client groups to ensure business objectives were met.
  • Conducted internal investigations from intake to conclusion for client groups.
  • Identified various types of training needed for client groups.
  • Provide training to client groups.
  • Participated in the competitive classification project, which involved benchmarking position descriptions against survey descriptions and leveling jobs in client groups.
  • Acted in a proactive manner in regard to developing working relationships with assigned client groups by holding at least quarterly meetings.
  • Support multiple client groups (Claims, Facility, Mailroom, and Premium Finance).
  • Work as an HR Generalist/Advisor for assigned client groups.

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205 Client Groups Jobs

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34. Sexual Harassment
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low Demand
Here's how Sexual Harassment is used in Senior Human Resources Generalist jobs:
  • Emphasized the commitment to foster an environment that rejects sexual harassment/sexual assault and attitudes that promoted such behaviors.
  • Advise and train managers on organizational policy matters such as equal opportunity employment and sexual harassment.
  • Investigated allegations of discrimination, sexual harassment, unfair management practices and wrongful termination.
  • Managed ER investigations involving allegations of workplace violence, sexual harassment and discrimination.
  • Designed and Implemented Sexual Harassment/Respectful Workplace Training, job descriptions and salary grades.
  • Conducted thorough and objective investigations including sexual harassment, discrimination and employee concerns.
  • Completed three complicated and sensitive sexual harassment investigations resulting in multiple terminations.
  • Conducted internal investigations to resolve claims of sexual harassment and workplace violence.
  • Maintained compliance of bi-annual discrimination/sexual harassment training for entire facility.
  • Conducted confidential sexual harassment investigations.
  • Conducted employee and management training including New Employee Orientation, Preventing Sexual Harassment, and Avoiding Perceptions of Favoritism.
  • Assisted with and provided support for internal investigations in areas such as sexual harassment, discrimination, workplace violence.
  • Designed and conducted training programs for formal behavioral and legal interview, sexual harassment, and new employee benefits.
  • Investigated complaints of sexual harassment, discrimination, ADA, and alleged violations of state and federal labor laws.
  • Created and delivered training on HR related topics, (Performance Management and Sexual Harassment).
  • Conducted Sexual Harassment, Title VII discrimination, ADEA, wrongful discharge, and ADA investigations.
  • Conduct investigations involving complaints of sexual harassment, retaliation, unfair treatment, EEO complaints.
  • Implemented an annual sexual harassment training course for the corporate office and subsidiary branches.
  • Deliver supervisor training in areas of process, company policy and sexual harassment.
  • Managed the Sexual Harassment/Assault Response and Prevention (SHARP) program.

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85 Sexual Harassment Jobs

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35. Conflict Resolution
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low Demand
Here's how Conflict Resolution is used in Senior Human Resources Generalist jobs:
  • Provided HR policy guidance and interpretation to include conflict resolution, performance management, compensation, benefits and employee engagement.
  • Collaborated on employee manual covering issues including disciplinary procedures, code of conduct, conflict resolution and behavioral standards.
  • Facilitated discussions with key managers in creating a designated conflict resolution process; established process.
  • Provide employee relations support, including conflict resolution, disciplinary action and performance improvement counseling.
  • Facilitated conflict resolution between all levels of employees and management.
  • Facilitated conflict resolution of highly charged employee relations issues.
  • Coached managers on policies and procedures, advised both managers and staff on conflict resolution strategies, facilitated mediation.
  • Provided guidance for employees and managers in employee relations conflict resolution; performance improvement plans, and disciplinary action.
  • Provide support and mentoring to employees in a wide variety of employee relations and conflict resolution issues.
  • Participate in conflict resolution and act as a liaison between HR and other departments.
  • Conduct Performance Management, Harassment Free Workplace and CHORDA (conflict resolution) Training.
  • Coached Managers, supervisors and employees in conflict resolution and corrective action planning.
  • Experienced in conflict resolution using coaching, progressive learning, and positive discipline.
  • Manage employee relation issues: coaching, counseling and conflict resolution.
  • Direct management with coaching, counseling and conflict resolution.
  • Advised staff on employee issues and conflict resolution.
  • Provide coaching, counseling, and conflict resolution.
  • Experienced in Employee Relations and Conflict Resolution.
  • Assist with employee relations and conflict resolution.
  • Manage and maintain Affirmative Action Plan Conflict resolution and troubleshooting of critical business issues.

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82 Conflict Resolution Jobs

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36. Full Cycle
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low Demand
Here's how Full Cycle is used in Senior Human Resources Generalist jobs:
  • Implement and deliver seamless full cycle recruiting process including applicant tracking and vendor management including tracking of headcount.
  • Handled full cycle recruiting for positions ranging from executive level to manufacturing technicians.
  • Full cycle recruiting selecting internal/external candidates for vacant positions HR Shared Services Implementation.
  • Managed full cycle recruiting from entry-level to executive positions for the facility.
  • Full cycle recruiter responsible for successfully filling all salaried exempt/non-exempt positions.
  • Manage full cycle performance evaluations and compensation review.
  • Partnered with National Vice President/Regional Managers to develop regional staffing strategies for full cycle recruiting of up to 175 positions annually.
  • Completed full cycle recruiting including sourcing, screening, interviewing, hiring, on-boarding, and orientation.
  • Managed full cycle of Focal Point Performance Management (achieved 100% completion).
  • Conducted full cycle recruitment activities including job classification, job descriptions and offer letter.
  • Performed full cycle recruiting and on-boarding; met managements new hire and HR projections.
  • Process mapped full cycle recruiting procedures to meet hiring needs more effectively.
  • Handled full cycle recruiting, interviews, and made offers.
  • Administer full cycle recruitment for service positions within the organization.
  • Full cycle recruiting and reports available in one place.
  • Managed full cycle recruiting for various technical and non-technical positions companywide.
  • Full Cycle Recruiting for 23 departments Ensured appropriate salary offers to new hires were made in line with internal equity.
  • Lead full cycle recruitment efforts for all exempt and nonexempt personnel, interns and temporary employees.
  • Full cycle recruitment of various level IT staff, including contractors, temps and permanent hires.
  • Manage full cycle recruiting; Advisor in identifying best talent to recruit and hire for culture and job fit.

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25 Full Cycle Jobs

No jobs at selected location

37. Organizational Development
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low Demand
Here's how Organizational Development is used in Senior Human Resources Generalist jobs:
  • Directed leadership development and organizational development initiatives.
  • Directed HR activities including employee relations, performance management, organizational development, policy & procedure, compensation and benefits.
  • Advise all levels of management on matters relating to performance management, employee retention and engagement, and organizational development.
  • Developed workforce strategies and solutions focused on education, talent management practices, organizational development, recruiting/selection and change management.
  • Partnered with Organizational Development and client management on special projects identifying areas of inefficiency, successfully resolving these issues.
  • Managed employee relations, recruitment, organizational development/training in conduction with leadership to support organizational and divisional goals.
  • Provided support and consultation on compensation, performance management, organizational development and training.
  • Coached staff on career assessment, organizational development, leadership development and succession planning.
  • Participated in the creation of organizational development strategies and continuous improvement activities.
  • Support the company in its Organizational Development and Change Management efforts.
  • Act as acquisition integration change agent supporting changes and organizational developments.
  • Assist in the Training/Organizational Development Department create training schedule and meetings.
  • Created and implemented skills-based training and organizational development programs.
  • Delivered full range of Human Resources services such as recruiting, on-boarding, compensation, employee relations, and organizational development.
  • Led organizational development for 8 locations throughout the U.S. and Europe.
  • Identified performance measurement/development gaps and recommended and delivered solutions using various organizational development tools/trainings.
  • Provided areas of guidance through employee relations, management coaching, performance management, organizational development, and change management.
  • Selected Accomplishments: Employee Relations: Provided organizational development expertise to field offices and assisted in restructuring various divisions.
  • Consulted with employees and managers on issues surrounding organizational development, individual performance, and career pathing.
  • Directed &/or performed diverse assignments concerning employee relations, staffing, compensation, diversity, organizational development, & training.

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562 Organizational Development Jobs

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39. STD
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low Demand
Here's how STD is used in Senior Human Resources Generalist jobs:
  • Partnered with HR Service Center to manage leaves (FMLA, LTD, STD) and facilitate other benefit actions.
  • Assisted with benefits enrollment and served as second point of contact for STD, LTD, medical and dental benefits.
  • Maintained FMLA, STD, LTD, Vacation, Bereavement Leave within company, state & federal governing law.
  • Managed all Leave of Absences to include FMLA, STD, Personal Leave, Military Leave and Bereavement.
  • Handled all Leave of Absence requests including FMLA, STD, Worker's Compensation, and Personal LOA.
  • Fund transfers for 401K accounts and company sponsored and voluntary benefits including Life, STD and LTD.
  • Manage employee requests for FMLA, STD and medical leave ensuring compliance with Federal and State laws.
  • Administer FMLA, Medical and Personal leaves, STD/LTD and coordinate requests for reasonable accommodations.
  • Process all FMLA, LOA, STD, Unemployment and Worker's Compensation information.
  • Administered benefits, FMLA, WC, STD, LTD, ADA and other leave of absences.
  • Administered 401(k) plan, health plan insurance, life insurance, STD/LTD plans.
  • Handle Medical, Dental; Vision, STD/LTD and Life Ins.
  • Oversee FMLA, STD, and other leaves of absence.
  • Administer and track FMLA, STD/LTD and WC.
  • Managed employee leaves (FMLA/STD/LTD/WC/LOA).
  • Administer all LOA (STD/Work Comp/FMLA)
  • Handled FMLA and STD/LTD claims.
  • Handled all leaves of absence (FMLA, STD, LTD).
  • Assess and approves and tracks FMLA, STD, and LTD employees.
  • Provide STD/LTD process, and verify claim approval end dates with Cigna/Aetna.

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10 STD Jobs

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40. Special Projects
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low Demand
Here's how Special Projects is used in Senior Human Resources Generalist jobs:
  • Participate in special projects including acquisition integration, HR policy manual development, benefit administration outsourcing, and compensation administration.
  • Researched and consolidated information required for analysis of human resources operations and prepares special projects as assigned.
  • Supported Executive Director in maintaining schedule, executing special projects, and drafting correspondence.
  • Participated in cross-functional project teams and contributed to special projects.
  • Managed and coordinated corporate giving campaigns; such as Relay for Life and United Way and other special projects.
  • Provide support to Director of HR on special projects, HR initiatives, and internal audits.
  • Selected to be a special projects manager for technical, financial, and marketing projects.
  • Conduct new hire orientations and perform special projects set by Director of HR.
  • Served as Consultant for special projects, proposals, contract start-ups and acquisitions.
  • Assist corporate HR team with special projects, new initiatives, and implementations.
  • Lead special projects, which entail delivering client initiatives and recruitment strategies.
  • Lead training needs assessments and participates in training activities and special projects.
  • Conducted corporate investigations, wrote policies and engaged in special projects.
  • Work closely with CEO's Executive Assistant on special projects.
  • Responded to EEO charges and supervised special projects as assigned.
  • Provide support to Director of HR on special projects.
  • Assist HR Director and other staff w/ special projects.
  • Assist in special projects and other administrative functions.
  • Assisted with special projects as needed.
  • Worked on special projects and audits in coordination with Finance and Corporate Human Resources for both Comcast and NBCUniversal.

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638 Special Projects Jobs

No jobs at selected location

41. Flsa
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low Demand
Here's how Flsa is used in Senior Human Resources Generalist jobs:
  • Conducted job evaluations using external market analysis, internal equity comparisons, and FLSA regulations.
  • Administered job-reclassification project to align titles within departments and ensure FLSA compliance.
  • Ensured job descriptions appropriately reflect position activities and adhere to FLSA requirements.
  • Developed job descriptions and audited FLSA classifications.
  • Increased effectiveness of reporting process for employee titles, FLSA status, and EEO codes by creating 114 job codes.
  • End result prescribed sustainable hiring ranges consistent with our compensation philosophy, efficiently vetted promotion requests and supported FLSA tests.
  • Managed compliance of employment related NYC, NYS, and Federal regulations, including FLSA, OSHA, EEO/AAP.
  • Evaluate new and/or revised jobs and determine appropriate job code, pay grade, FLSA classification and/or salary adjustments.
  • Coached managers on workplace injury policy and procedure along with FMLA, FLSA, and ADA.
  • Review wages and job evaluations to ensure competitive pay practices and compliance with FLSA/EEOC requirements.
  • Advised managers and supervisors on such employment topics as FMLA, ADA, and FLSA.
  • Develop and implement processes to ensure compliance with OFCCP, FLSA and other regulations.
  • Conducted FLSA and I-9 Audits to ensure files are complete and in compliance.
  • Conducted periodic review of job descriptions to ensure FLSA compliance.
  • Ensured FLSA compliance for all positions.
  • Ensured compliance with DOL, OFCCP, FLSA, OSHA, ADA, HIPAA, FMLA and EEOC laws.
  • Fair Labor Standard Act (FLSA).
  • Interpret and advise clients on the application of FLSA, ADA, FMLA and other Human Resources federal and state regulations.
  • Conducted/interpreted salary surveys, reviewed and created job descriptions, market pricings, and contributed to FLSA compliance.
  • Managed back pay, employee questions and concerns, and reclassifications resulting from a federal FLSA audit.

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31 Flsa Jobs

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42. Human Resources
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low Demand
Here's how Human Resources is used in Senior Human Resources Generalist jobs:
  • Provided Subject Matter Expert opinions on various human resources programs to increase program productivity.
  • Trained Site Managers in Human Resources/Payroll.
  • Develop, manage and implement policy for eight human resources programs that pertain to increasing work life balance for FBI employees.
  • Promoted to Sr. Human Resources Generalist/Recruiter when Dallas BU merged with Houston Gulf Coast BU creating the TXGC Business Unit.
  • Train and mentor Human Resources Generalist and other department staff in all aspects of the department's processes and policies.
  • Research and analyze trends in human resources to identify gaps in FBI s workforce and apply principals to close gaps.
  • Developed, implemented and maintained all Human Resources initiatives in collaboration with the Human Resources team and across business client.
  • Provided day-to-day support to the VP Global Human Resources, VP Global Talent Management, and VP Global Operations.
  • Pitch ideas for new human resources policies and amendments to current policy to change and accommodate with the workforce.
  • Oversee 8 human resources programs pertaining to boosting morale and awareness about work life balances and employee benefits.
  • Collaborate with other internal divisions to support the development new policies and to enhance existing human resources programs.
  • Directed all aspects of human resources functions for off-site full service claims and customer service processing unit.
  • Enhance, improve and streamline human resources programs to ensure optimal performance levels.
  • Work with Firm Human Resources to ensure I.S.
  • Managed Human Resources Assistant Developed and administered work/life balance programs.
  • Processed promotions, rate changes, terminations and other changes affecting human resources payroll.
  • Developed ideas for strategies to engage our human resources employees more gainfully: ie.
  • Conducted new employee orientations Delegated project work to various Human Resources Assistants.
  • Supervised two human resources generalist and the department administrative assistant.
  • Employed a lead-by-example management style to lead and direct two human resources representatives, recruiter and two support staff.

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5,244 Human Resources Jobs

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43. I-9
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low Demand
Here's how I-9 is used in Senior Human Resources Generalist jobs:
  • Managed I-9 binders and conducted semi-annual internal audits.
  • Review and ensure accurate maintenance of all employee records and files (e.g., interview documents, I-9's).
  • Support strategic objectives of HR Corporate, like I-9's audits, implementation of new programs and vendors.
  • Received and processed all new hire documents including I-9's, W4's, and benefit forms.
  • Revise personnel files to meet HIPPA compliance and avoided a $100k potential fine for I-9 compliance.
  • Assist in processing of H-1B petitions and maintenance of HR related documents, including I-9 files.
  • Maintained and updated employee data on HRIS system, I-9 and employment contracts.
  • Maintained legal status for international workers ensuring I-9 forms was up to date.
  • Completed I-9 verification for all new hires and contractors via E-Verify.
  • Home Land Security System for our I-9 audits;.
  • Maintained I-9, employment contracts and employee files.
  • Perform on-boarding process including I-9 and e-verify process.
  • Ensured that I-9 guidelines are followed.
  • Act as company I-9 compliance officer.
  • Manage I-9 and E-Verify compliance.
  • Maintained tracking and filing system for I-9's, W-4's, employee medical files and finger print clearances..
  • Coordinate and process onboarding of new hires including offer letters, orientations, I-9 and E-verify.
  • Performed I-9 verifications, drug screens, skill/talent assessment and departmental placement with hiring authorities.
  • Oversee new hire on-boarding processes including, background checks, I-9 verification, pre-employment testing and orientation.
  • Completed Visier data analytics, I-9 audit, FBI investigation, & IL pregnancy law training.

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44. Career Development
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low Demand
Here's how Career Development is used in Senior Human Resources Generalist jobs:
  • Provided ongoing training and support on HR initiatives including performance improvement and appraisal, career development and performance management.
  • Improved performance appraisal process by implementing simplified system that facilitated organization's succession planning and employee career development.
  • Provided recommendations to management on organizational design with emphasis on career development principles and practices.
  • Promote the Company competency models, performance management process and functional career development tools.
  • Worked with senior management to give employees better career development and professional advancement paths.
  • Evaluated training and development programs while designing career development plans for all positions.
  • Developed senior leaders through coaching and career development planning.
  • Counseled employees on internal and external career development.
  • Managed educational career development for teaching staff.
  • Provided day to day performance management guidance to employees (coaching, counseling, career development, disciplinary actions).
  • Promote continued career development for all levels of staff through regular training sessions and other methods of formal education.
  • Performed special projects, including a career development program, job standards for personal bankers and bank acquisition-related support.
  • Manage the compensation structure for the business unit to ensure internal/ external equity and career development for the workforce.
  • Advise leadership in the areas of talent management, career development, performance management, and compensation.
  • Oversee performance management process to include yearly performance evaluations, training, and career development.
  • Managed the day to day direction and career development for three human resource professionals.
  • Coached Associates on career development and facilitated job shadowing, especially in sales.
  • Worked with Recruiting to implement a Career Development Program for MBA graduates.
  • Acted as project manager for a multi-tiered employee career development program utilized cross-company.
  • Developed and executed manager training and career development programs based on the needs of the specific business entities.

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111 Career Development Jobs

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45. Peoplesoft
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low Demand
Here's how Peoplesoft is used in Senior Human Resources Generalist jobs:
  • Implemented PeopleSoft software application and regularly managed up to 80 exempt/non-exempt open requisitions.
  • Managed implementation of PeopleSoft HRIS along with a position management process.
  • Represented the Compensation function on a change management team responsible for preparing UL employees for the implementation of PeopleSoft financial software.
  • Trained managers and employees on Manager / Employee Self-Serve and Payroll (Time Entry) PeopleSoft system.
  • Perform needed org changes in HRPC system and maintain accurate PeopleSoft records in discipline & grievance databases.
  • Project manager for multiple activities, such as Affirmative Action plans, PeopleSoft HRIS systems integration.
  • Recorded, updated, and analyzed recruiting data through Recruiter Workbench, PeopleSoft and Excel.
  • Served as primary user for all HR systems: Workday, & PeopleSoft.
  • Ensured that all employees were entered correctly into PeopleSoft related to payroll.
  • Ensured all consultants received PeopleSoft 8 training for their project implementations.
  • Utilize PeopleSoft to track applicants, grievances and perform administrative tasks.
  • Trained HR employees on new procedures and reporting available in PeopleSoft.
  • Led the HR-focused transition and implementation from PeopleSoft to ADP.
  • Maintained the PeopleSoft HRIS system and produced reports.
  • Entered new hires in HRIS PeopleSoft System.
  • Provided support for conversion to PeopleSoft payroll system including developing new processes and procedures.
  • Initiated in Kaizen on implementing new regulations under the Patient Protection and Affordable Care Act of 2010 for PeopleSoft HRIS system.
  • Vacation & Business travel coordination Query reports through PeopleSoft to include Attendance, Transfers, Vacations, and Terminations.
  • Led the implementation team responsible for companywide migration from ABRA to PeopleSoft delivering the project ahead of schedule.
  • Utilized PeopleSoft to generate reports to analyze HR trends.

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39 Peoplesoft Jobs

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46. Leadership Development
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low Demand
Here's how Leadership Development is used in Senior Human Resources Generalist jobs:
  • Provide support in areas including talent acquisition and talent development; leadership development; employee communications; process management.
  • Supported corporate leadership development forums for mid-level and senior operations leaders; acting as coach to 3-4 participants annually.
  • Coordinated and delivered corporate training programs including leadership development, integrity and compliance and employee relations.
  • Facilitated Leadership Development Review discussions, including calibration and identification of exempt-level employee performance and potential.
  • Developed and delivered an Employee Engagement Leadership Development Program improving employee satisfaction improved 9.7%.
  • Develop and deliver leadership development sessions on coaching and development, and performance management.
  • Execute leadership development initiatives supportive of change management initiatives.
  • Provide strategic HR leadership with respect to employee development and retention, performance management, employee engagement and leadership development.
  • Planned, developed, and conducted training for Plant Staff managers then plant managers on leadership development and motivation.
  • Obtained Six Sigma Greenbelt certification by leading team that created a communication plan for all leadership development programs.
  • Created a pipeline of high potential talent by recruiting for Engineering and Human Resources leadership development programs.
  • Designed and developed a Talent Pipeline for Production Supervisors through the use of a Leadership Development program.
  • Program was recognized by Brandon Hall as one of the finest leadership development initiatives in 2004.
  • Designed and delivered new hire training, human resource team training and leadership development programs.
  • Influenced manager selection, skill assessment, leadership development, and succession planning.
  • Provided support in the areas of benefits and leadership development and employee engagement.
  • Develop succession planning programs, performance management, leadership development, and coaching.
  • Completed the 2-year Human Resources Leadership Development Program.
  • Facilitate new hire orientation, management onboarding, and leadership development training.
  • Coordinated internship program and rotational Leadership Development Program for MBAs.

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321 Leadership Development Jobs

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47. Open Positions
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low Demand
Here's how Open Positions is used in Senior Human Resources Generalist jobs:
  • Conduct recruitment activities including identification and selection of suitable candidates to fill open positions in conjunction with recruiting staff and/or consultants.
  • Recruited and interviewed candidates for open positions; developed and enforced human resource policies and procedures.
  • Collaborate with hiring managers on recruitment strategy, pipeline management and forecasting of open positions.
  • Identified and aligned potential candidates (by matching their skill sets) with our open positions (many union employees).
  • Handled high volume recruitment (200-250 open positions) for the executive, professional, technical, clinical and research areas.
  • Coordinated with department heads and supervisors to recruit for open positions in accordance with the City s policies and employment regulations.
  • Coordinated company recruitment for all open positions, both exempt and non-exempt, including tracking and posting openings on ATS.
  • Recruit new employees by posting open positions on websites; writes and places advertisements in various media outlets.
  • Establish and lead the recruiting process and provide recruiting support for various open positions.
  • Develop recruitment strategy for open positions, including job postings and recruitment source.
  • Post positions, present resumes, and screen candidates for open positions.
  • Managed sourcing, screening and initial interview of candidates for open positions.
  • Recruit for open positions by sourcing, screening candidates and negotiating offers.
  • Work with managers to fill open positions and identify qualified candidates.
  • Managed recruiting effort for 100 open positions for OK and TX.
  • Led the creation of recruiting plans for all open positions.
  • Managed between 30-45 open positions at any one time.
  • Create and distribute internal posting and writing and placing advertisements for open positions in publications; online and print.
  • Managed, full life cycle recruiting, ensuring qualified candidates were placed in open positions in a timely manner.
  • Recruit top talent for open positions using various resources and conduct pre-screen interviews for different departments prior to bringing them on-site.

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338 Open Positions Jobs

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48. Performance Improvement Plans
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low Demand
Here's how Performance Improvement Plans is used in Senior Human Resources Generalist jobs:
  • Administer performance appraisal process; coach and train management on composing and delivery for performance appraisals and performance improvement plans.
  • Reviewed documentation for consistency and compliance prior to written warnings, performance improvement plans and terminations.
  • Coached managers on performance management issues and the creation and implementation of performance improvement plans.
  • Encouraged productive dialogue to strengthen work relationships and directed use of performance improvement plans.
  • Partnered with managers to successfully develop and manage development/performance improvement plans as appropriate.
  • Guided managers on performance review process and performance improvement plans.
  • Addressed employee relations concerns and managed performance improvement plans.
  • Coach managers in preparing and conducting performance improvement plans.
  • Prepare and communicate performance improvement plans and involuntary terminations.
  • Created and monitored Performance Improvement Plans with Managers.
  • Educated them on the development of performance improvement plans, professional development plans, and disciplinary processes, as appropriate.
  • Resolved employee conflicts, counseled employees with various issues and counseled managers with performance improvement plans.
  • Worked with managers on Goal Setting, Performance Reviews, and Performance Improvement Plans.
  • Assist managers with Employee Performance Improvement plans and Employee Developmental plans.
  • Review and/or write formal disciplinary actions such as Performance Improvement Plans.
  • Coached managers through annual employee review process and performance improvement plans.
  • Write performance improvement plans and help managers administrate them.
  • Assist managers with creating performance improvement plans.
  • Investigated problems, coached employees, worked with managers to develop Performance Improvement Plans, and handled terminations.
  • Worked with managers to draft Performance Improvement Plans (PIP) for underperforming employees.

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2 Performance Improvement Plans Jobs

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49. AAP
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low Demand
Here's how AAP is used in Senior Human Resources Generalist jobs:
  • Managed AAP plan development, modification, implementation, and reporting requirements.
  • Trained management and hourly employees in company policies and procedures, AAP/EEOC regulations, and respect in the workplace.
  • Maintained AAP manual by keeping informed of trends/areas of focus, and presenting AAP information and updates to managers.
  • Cost savings of $18,000 per year by bringing the AAP and EEO reporting in house rather than outsourcing.
  • Filed yearly affirmative action plan (AAP), and other employer legal requirements, ensuring regulatory compliance.
  • Assist in the maintenance of the company's Affirmative Action Program (AAP) to ensure compliance.
  • Track, compile, and report all employee activity for annual AAP reporting for location.
  • Gathered and analyzed data to create reports for VETS-100, EEO1, and AAP programs.
  • Compiled report data for annual AAP and works with vendor in the completion of report.
  • Manage Compliance, AAP/EEO/VETS requirements, Annual Corporate Compliance Training, and ACA reporting.
  • Maintained applicant flow logs and other support systems for AAP reporting and EEO compliance.
  • Maintained AAP, recruitment and other records to conform to EEO regulations.
  • Experienced with OFCCP, AAP, Reduction in Force, and mediation.
  • Ensured compliance with EEO, including AAP and other programs.
  • Created job descriptions and maintained AAP.
  • Provided advice on issues relating to ERISA, FMLA, COBRA, Section 125, EEO/AAP, ADA, and FLSA.
  • Handled compliance issues such as EEO/AAP, FLSA and FMLA.
  • Compiled data for 5500, EEO and AAP reports.
  • Provided internal auditing and reporting to ensure EEO/AAP and OFCCP compliance.
  • Create, develop and roll out AAP plan for Plainfield location.

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21 AAP Jobs

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50. Performance Issues
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low Demand
Here's how Performance Issues is used in Senior Human Resources Generalist jobs:
  • Provided management within formation or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
  • Provide guidance regarding employee relations and/or performance issues, ensuring policies and procedures are applied consistently throughout the organization.
  • Advise and assist managers in preparing appropriate documentation of corrective action and performance issues.
  • Counseled management and executives on delicate performance issues.
  • Provide pragmatic and consistent guidance and advice to managers on grievance, attendance, disciplinary, and performance issues.
  • Handled complex employee relations situations dealing with conflict resolution, performance issues, and accommodation of work restrictions.
  • Consulted and resolved employee relation issues with management and staff concerning disciplinary, harassment, and performance issues.
  • Coached employees and managers regarding performance issues, employee relations, and scheduled and performed exit interviews.
  • Reviewed and addressed areas of concern regarding employee performance issues; promotions; demotions and department transfers.
  • Partnered with them to diagnose and clearly articulate the root causes of organizational performance issues.
  • Partner with departmental managers and make recommendations regarding ER practices and addressing employee performance issues.
  • Advise managers on fair hiring practices and employee performance issues to reduce corporate liability.
  • Provided day- to- day HR support and administration of progressive discipline and performance issues.
  • Advised managers on Employee Relations, Performance Issues and Effective Management skills.
  • Performed all internal investigations including harassment, theft, and performance issues.
  • Counseled at all levels of management and employees regarding performance issues.
  • Coached Managers and Directors on employee performance issues.
  • Consulted with managers and employees on performance issues.
  • Counseled employees & management on performance issues; local, state and federal regulations compliance.
  • Assist manager with creating employee development plans to address behavior or performance issues.

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168 Performance Issues Jobs

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Senior Human Resources Generalist Jobs

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20 Most Common Skills For A Senior Human Resources Generalist

Ensure Compliance

13.3%

Performance Management

10.2%

Company Policies

7.8%

Benefits Administration

6.7%

Hris

6.4%

Fmla

6.3%

Job Descriptions

6.1%

Workers Compensation

4.8%

Eeo-1

4.6%

Exit Interviews

3.9%

Open Enrollment

3.6%

Counsel

3.3%

Succession Planning

3.3%

Training Programs

3.1%

Employment Laws

3.0%

Absence

2.9%

ADP

2.8%

Business Units

2.7%

Workforce

2.7%

Unemployment Claims

2.6%
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Typical Skill-Sets Required For A Senior Human Resources Generalist

Rank Skill
1 Ensure Compliance 9.0%
2 Performance Management 6.9%
3 Company Policies 5.3%
4 Benefits Administration 4.5%
5 Hris 4.3%
6 Fmla 4.3%
7 Job Descriptions 4.1%
8 Workers Compensation 3.2%
9 Eeo-1 3.1%
10 Exit Interviews 2.6%
11 Open Enrollment 2.5%
12 Counsel 2.2%
13 Succession Planning 2.2%
14 Training Programs 2.1%
15 Employment Laws 2.0%
16 Absence 2.0%
17 ADP 1.9%
18 Business Units 1.8%
19 Workforce 1.8%
20 Unemployment Claims 1.8%
21 Disciplinary Actions 1.7%
22 Performance Reviews 1.6%
23 Action Plans 1.6%
24 Diversity 1.6%
25 Background Checks 1.6%
26 Cobra 1.5%
27 Corrective Action 1.5%
28 Osha 1.4%
29 SR 1.3%
30 Recruitment Process 1.1%
31 Customer Service 1.1%
32 Labor Relations 1.1%
33 Client Groups 1.1%
34 Sexual Harassment 1.1%
35 Conflict Resolution 1.1%
36 Full Cycle 1.0%
37 Organizational Development 1.0%
38 Legal Compliance 0.9%
39 STD 0.9%
40 Special Projects 0.8%
41 Flsa 0.8%
42 Human Resources 0.8%
43 I-9 0.8%
44 Career Development 0.8%
45 Peoplesoft 0.7%
46 Leadership Development 0.7%
47 Open Positions 0.7%
48 Performance Improvement Plans 0.7%
49 AAP 0.7%
50 Performance Issues 0.6%
{[{skill.rank}]} {[{skill.name}]} {[{skill.percentageDisplay}]}%
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17,120 Senior Human Resources Generalist Jobs

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