POSITION HR Generalist

Department: Corp Executive Department No: 013110

Reports to: Director of Human Resources Reporting Employee: None

Work Schedule: As Arranged Location: Kenyon or Burnsville, MN

Exemption status: Exempt Non-Managerial Job Code: 1310 or 4310

EEO: Professional Work Comp: 8810A Approval: KC1114

HIRING EXPECTATION: Targeted start date for this position is as soon as qualified candidates are identified. This position is in Kenyon, MN. SUMMARY The HR Generalist will coordinate and manage the daily administration of the company’s human resources policies and programs at locations assigned, including recruitment and selection, total rewards management, payroll administration, performance management, and employee relations. The HR Generalist will partner with the HR Team to serve the needs of employee-owners by providing timely and accurate human resources services while complying with all local, state, federal, and corporate requirements. This will ensure that Human Resources Department is an essential, effective, and ethical partner in developing and executing organizational objectives.

ADVANCEMENT The incumbent is expected to progressively develop skills, knowledge, and abilities within the HR Generalist role and as the business needs change. Advanced may be attained based upon the following but not limited to:

• Demonstrable advanced level human resources knowledge • Demonstrable advanced employment law knowledge • Demonstrable advanced business acumen • Demonstrable abilities/proficient beneficial to Foldcraft in addition to those not covered in essential

duties and responsibilities Advancement may also be attained through transition of other roles within the HR functions or into other areas within the business. ESSENTIAL DUTIES + RESPONSIBILITIES Recruitment and Selection

 

1. Partners with HR team in executing on a robust recruiting strategy that creates a talent pipeline into, and within, Foldcraft Co. that ensures a diverse and qualified applicant pool, including posting, sourcing, screening, interviewing, and recommending top talent.

2. Under the support of the Director of Human Resources, develops a strategy for identifying and recruiting diverse candidates to fulfill Foldcraft Co. goals to enhance quality of employee, qualifications of staff, and character of employee population at all locations.

3. Prepare offer letters; process requests for background check and pre-employment physical and drug screen with appropriate vendor.

4. Manage the new employee orientation process at assigned locations; recommend changes to continuously improve the new hire experience.

5. Conduct stay and exit interviews to improve employee retention and job satisfaction 6. Partners with HR team and other hiring managers to fully understand business requirements and

translate them into successful recruitment strategies; responsible for educating all involved parties on our hiring process and training/retraining as necessary

7. Develops a comprehensive network of manufacturing and business candidates through consulting with industry contacts, association memberships, professional organizations, trade groups, community partnerships, and others to help identify and source top talent.

8. Identifies and manages the relationships of specialty staffing organizations; including the selection of our preferred partners, negotiating terms; and providing regular feedback on candidate quality; reconciles temporary employee invoices; works with teams on identifying temporary candidates to bring on board as RFTs.

9. Ensures outreach efforts maximize recruiting resources available, including leveraging social media and professional networking sites to reduce overall costs and to maximize recruiting through Facebook, Twitter, LinkedIn, You Tube, and blogs.

10. In collaboration with the Director of Human Resources, HR team and Marketing team, improves the presence that provides public information on career paths with Foldcraft Co., as well as, present a best practices environment for potential candidates to apply; ensuring our mechanisms also creates a best practices environment to manage applicants internally and share the information with hiring managers.

11. Manage the OFCCP and EEO recordkeeping and reporting processes as assigned; provides metrics quarterly.

12. Educate business partners on best practices of talent acquisition and talent management. 13. Manages the look and contents of job descriptions to corporate HR standards; ensures job

descriptions are reflective of work being completed and thus are relevant and updated as business needs change.

Total Rewards Management

1. Support the daily and periodic needs of the ESOP, including being a subject matter expert on the plan mechanics.

2. Administer employee benefits according to corporate HR requirements including: communicate to newly eligible; obtain benefits forms, process benefit forms, address employee benefit questions and assist with open enrollment.

 

3. Keep abreast of market trends that impact compensation programs at assigned locations; assist with collection of compensation data as requested.

4. Oversee workers’ compensation claims management for assigned location, supporting return to work as soon as medically possible for injured worker to mitigate claim costs and lost time.

5. Administer FMLA and leave of absences in accordance with company policies, state and federal laws. 6. Respond to all unemployment claim requests; represent company at all unemployment hearings as

necessary. 7. Safeguard personal employee information in compliance with all local, state, and federal laws including

HIPPA 8. Forward any benefit concerns or questions unable to resolve to Director of Human Resources promptly

Payroll Administration

1. Serves as back-up administrator for weekly payroll processing and administration completed in a timely fashion, in compliance with legal requirements and internal integrity.

2. Interfaces with payroll provides as required to for assistance and/or to confirm accurate delivery of payroll.

3. Responsible for integrity of the data, continuously recommending improvements to processes to ensure data is captured timely, is secure, and is free of error.

4. Partners with the Accounting team to provide payroll data reports needed to support business objectives 5. Serves as a first point of contact for employee-owners to address questions regarding pay and benefit

deductions; resolves any issues timely as may appear. 6. Distributes checks in timely basis to employee-owners, while maintaining security of confidential

information. 7. Complete and leads special projected related to payroll data upon request.

Performance Management

1. Provide oversight to performance management system in accordance with corporate HR guidelines, aligning pay for performance as able.

2. Review documentation to ensure consistency with corporate policies and procedures. 3. Educate management and employees on performance management system. 4. Provide guidance and training to managers on employee relations, talent development, and performance

management issues. Employee Relations

1. Champion execution of employee policies, procedures, and practices to effectively oversee employee relations, focusing on retention and employee morale.

2. Be a driver of change within the company to support business objectives; showcases HR metrics to support activities and value of contributions.

3. Educate new employees about company policies and guidelines, including compensation, benefits, leaves of absences, terminations, job postings, new employee orientation, training programs, and personnel records and transactions.

 

4. Stay abreast of the employee relations climate to ensure solutions to problems can be developed while issues are minor; mediate employee issues maintaining confidentiality and involving other corporate leadership as required.

5. Provide employment verification for active and inactive employees within 24 hours of receiving inquiry. 6. In partnership with Corporate HR, lead in the development and delivery of diversity and inclusion

programs and policies. 7. Assist in organization and planning of employee celebration events.

Leadership

1. Provide human resources expertise and consultation to all employees. 2. Maintain expertise government reporting regulation affecting human resource functions and ensure

policies, procedures, programs, and reporting are in compliance. 3. Coaches managers to increase understanding and consistent application of company policies,

procedures, and practices. 4. Identify, coordinate, and conduct HR related training sessions on topics including but not limited to

workplace safety, performance management, harassment, workplace violence, corporate policies, and diversity awareness.

5. Offer new ideas to support fulfillment of department goals and procedure to Human Resources Team. 6. Special projects as assigned.

WORK ENVIRONMENT The work environment for this position is primarily in an office setting. As Foldcraft Co. is a manufacturer of furniture, the incumbent could also be exposed to dust, various temperatures, fumes and loud noise in the manufacturing setting. Due to periodic time spent on the manufacturing floor, the incumbent must be able to tolerate some exposure to these work place characteristics. The incumbent must also follow company safety procedures, including wearing required personal protective equipment while on the production floor. COMPETENCIES

• Education: Bachelor’s degree in Human Resource Management, Industrial Relations, or Business Management required or equivalent experience

• Experience: 3-5 years of experience in staffing and employee relations, preferably in a manufacturing environment

• Credentials: PHR designation preferred • Prior experience working for an ESOP preferred • Must be expert on local, state and federal employment laws • Must be component in workers’ compensation claims management practices • Needs excellent communication skills (oral, written, and listening), as well as has the ability to coach,

mentor, and influence others. • Approachable, energetic personality required

 

• Ability to objectively coach employees and management through complex, difficult, and emotional issues.

• Must be proficient with Microsoft Word, Excel, PowerPoint, Internet as well as familiarity with payroll processing and benefits systems. Prior experience with ADP payroll and benefits software required or ability to quickly learn.

• This position requires an individual who is a self-starter and can work independently but also in a team environment that requires cross training, open communication, and team development activities

• Willingness to continuously learn and be open to feedback to improve individual performance. • Work collaboratively in a diverse environment with all levels of employees while maintaining high level

of confidentiality • Must maintain safe maintenance practices and adhere to safety requirements. • The incumbent must reside within a reasonable distance of the service location • Travel: Minimal travel among Minnesota plants may be requested from time to time;

infrequent travel to satellite plants may be requested from time to time. The duties of this position may change from time to time. Foldcraft Co. reserves the right to add or delete duties and responsibilities at their discretion. The job description is intended to describe the general level of work being performed. It is not intended to be all-inclusive. Signature of Incumbent Acknowledging Job Responsibilities and Expectations: _____________________________________________________________________________________ Signature Date