Human Resources GeneralistRole Accountabilities
- Manage, measure, and recommend methods to continuously improve programs, processes, and policies for HR functional areas, implement as assigned:
- workforce planning and employment, to support the workforce's ability to achieve the organization's goals and objectives
- human resource development, to meet current and future organizational and individual needs
- compensation and benefits, to support the organization's strategic goals, objectives, and values and promote competitive advantage
- employer/employee relations, to integrate and balance employer and employee needs and rights in support of the organization's strategic goals, objectives, and values
- risk management, to provide a safe and secure working environment and protect the organization from liability
- Identify, recommend, and update methods to communicate the Company brand to all employees, potential applicant populations, and talent sources; implement as assigned
- Counsel and coach on matters of people, organization, and culture to support an engaged employee population capable of achieving business goals
- Provide sound advice, recommendations, and service on the human, organizational, and cultural implications of business decisions and issues, based on a thorough understanding of needs, current data, corporate philosophy, and human resource trends and best practices
- Monitor and report on human resource trends, best practices, and legislative issues and changes
General Employee Accountabilities
- Bring full effort to bear on tasks assigned by manager
- Give manager best advice
- Give earliest notice when work cannot be delivered as specified
- Cooperate and collaborate with peers and interact cross-organizationally as specified by manager
- Exemplify Company Core Values: Integrity, Client Focus, Team Orientation, and Personal Commitment
- Comply with all Company policies, practices, and procedures and all regulations and laws
- Recommend viable improvements proactively
- Ensure effective utilization of business tools and processes
Minimum Qualifications
- Bachelor's degree in business or related field, or equivalent via education and/or work experience
- 5 years' HR generalist experience or progressively increasing experience in more than one HR functional area
- 2 years' non-agency, professional and technical recruiting experience
- Demonstrated use of keen business acumen to develop, implement, measure, and continuously improve effective programs and processes in HR functional areas
- Demonstrated knowledge of applicable legislation and regulatory guidelines, and their impact on HR and other business processes
- Demonstrated knowledge and application of HR operational policies, procedures, and practices related to more than one HR functional area
- Demonstrated skills in independent decision-making, influencing, negotiating, and analytical and creative problem-solving; sound business judgment; and the drive to achieve results
- Working knowledge of an HRMS
- Demonstrated successful working relationships with clients, suppliers, and other internal and external contacts
- Demonstrated successful and positive personal leadership, interpersonal, organizational, administrative, and communication skills
- Demonstrated continuous improvement in areas of responsibility
- Proficiency in MS Office, including intermediate level MS Excel skills
- Availability to travel, domestically, less than 10%
Preferred Qualifications
- HR experience in a technical product manufacturing environment
- Demonstrated knowledge and application of HR operational policies, procedures, and practices related to all HR functions
- Demonstrated success in human resource functional accountability for global, high growth, engineering services organization or industry served by the Company
- Demonstrated experience supporting diverse employee base spanning multiple geographic locations, domestically and internationally, in best-in-class environment
- Demonstrated knowledge and experience in the following:
- workforce planning and employment, including developing, implementing, and evaluating sourcing, recruitment, hiring, onboarding, succession planning, retention, and organizational exit programs; direct sourcing, international recruiting, and recruiting in industries served by the Company; AAP & EEO data tracking, reporting, and program requirements ensuring compliance; immigration processing for eligibility to work in the US; and visa processing for international work assignments
- human resource development, including developing, implementing, and evaluating training and development programs; talent and performance management using a 360 feedback approach; job analysis and evaluation; and developing and conducting training and educational courses
- compensation and benefits, including developing and/or selecting, implementing, administering, and evaluating US and international compensation and benefits programs and plan documents
- employer/employee relations, including developing, implementing, and evaluating employee relations programs and processes, and workplace policies and procedures based on an organization's codes of conduct and ethics, and monitoring their application and enforcement to ensure consistency and that no legal issues arise
- HRIS and payroll system functionality, and system implementations
- Reporting and predictive data analysis on HR and people matters
- risk management, including workplace health, safety, security, privacy, business continuity and disaster recovery planning, and organizational liability mitigation
- Experience with Requisite Organization principles
- Demonstrated experience in internet sourcing and use of networking systems and tools, and applicant tracking software
- SPHR, SHRM-SCP, PHR, SHRM-CP, or GPHR
Physical requirements:The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this Job, the employee is regularly required to sit, walk and stand; talk or hear, both in person and by telephone; use hands repetitively to finger, handle, feel or operate standard office equipment. The employee is frequently required to reach with hands and arms. The employee is occasionally required to stand; walk and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision and the ability to adjust focus.About Teal Energi:TealEnergi is a technical manpower provider with extensive experience supporting the successful execution and operation of major capital project investments. Forged through a desire to provide best-in-class service to clients, candidates, and contractors alike, TealEnergi works through its offices nationwide to provide regional support to a wide range of sectors including both traditional energy and energy transition initiatives (e.g., LNG, hydrogen, wind, solar), as well as manufacturing, mining, and infrastructure.TealEnergi is committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion. All qualified applicants will receive consideration for employment without regard to race, color, age, disability, ethnicity, gender or gender identity, language, national origin, physical or mental ability, political affiliation, religion, sexual orientation, or protected veteran status.