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Human Resources Generalist - Stone Mountain, United States - Crescent Services
Description
JOB OVERVIEW:Function as People and Culture Generalist to assist the Director of People and Culture. Oversee employee file maintenance and record keeping and maintain employee information in UKG. Correct any discrepancies found when doing a monthly audit.
REPORTS TO:
Director of People and Culture
ESSENTIAL JOB FUNCTIONS:
Assist and support the Area Director of People and Culture and leadership teams with various people and culture functions at multiple area hotels.
Greet applicants and provide them with information regarding the employment process during the onboarding process.
Maintain the onboarding process for all new hires.
Screen all applicants and determine eligibility for employment. Conducts all reference checks and executes onboarding process.
Answer associates' requests and troubleshoot issues.
This role requires both independent and collaborative work across hotels, demonstrating high levels of flexibility and an understanding of handling sensitive issues.
Ability to consistently maintain the privacy and confidentiality of all information to which access is granted, protect the hotel's assets, act with ethics and integrity, and align with company policies and procedures.
Assist with all benefits administration, including group health insurance, vacation, leave of absence, jury duty pay, 401k plan, and open enrollment.
Complete appropriate paperwork for new hires, terms, changes to payroll records, for new hires, transfers, terminations, job changes, raises, and any other changes request by People and Culture Director.
Maintain team member files and ensure that documents are uploaded in UKG promptly.
Assist with celebrations and recognitions for quarterly awards, recognition programs, birthdays, anniversaries, monthly team activities and luncheons, and other associate relations events.
Ensure information boards in associate areas are current and inviting with important information, and corporate-approved federal and state labor law posters.
REQUIRED SKILLS AND ABILITIES:
Must have the ability to communicate in English.
Self-starting personality with an even disposition.
Always maintain a professional appearance and manner.
Working knowledge of Federal and local regulations relating to OSHA and worker's compensation.
Thorough knowledge of Human Resources practices and procedures as well as considerable knowledge of State and Federal laws and regulations pertaining to Human Resources matters.
Ability to effectively deal with associates and external guests, some of whom will require high levels of patience, tact and diplomacy to defuse anger, resolve conflicts and collect accurate information.
Ability to travel to training sessions, hearings, etc. Ability to supervise/direct both subordinate and non-subordinate personnel.PERFORMANCE STANDARDS
Customer Satisfaction:
Our customers are what we are about.
One of the keys to a positive guest experience is positive interaction with Crescent staff.
It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances.
Every Crescent associate is a guest relations ambassador, every working minute of every day.Work Habits:
In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance.
You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.
Safety & Security:
The safety and security of our guests and associates is of utmost importance to Crescent.
Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.
NOTE:
This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties.
Furthermore, the specific examples in each section are not intended to be all-inclusive.Rather, they represent the typical elements and criteria considered necessary to perform the job successfully.
Other job-related duties may be assigned by the associate's supervisor.
Furthermore, this description is subject to change, in the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an "at will" associate.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
41 CFR c)Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
41 CFR c)
