- Bachelor's degree in Human Resources, Business Administration, or a related field (related experience may be substituted for the education requirement).
- At least one year of relevant, full-time human resource experience.
- Computer proficiency with Microsoft Office suite
- SHRM-CP or PHR certification
- Three to five years of relevant HR experience preferred.
- Experience with Human Resource Information Systems (HRIS)
- Strong analytical skills with proven ability to organize and analyze data, using HRIS systems for reporting.
- Proven conflict resolution and problem-solving skills.
- Strong knowledge of HR practices, employment laws, and regulations.
- Proven ability to establish strong relationships at all levels throughout the organization, as well as support clients in multiple locations.
- A strong mindset for continuous improvement and exceeding client expectations
- Ability to work independently and handle confidential information with discretion.
- Demonstrated capability to maintain a professional demeanor while handling sensitive matters.
- Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.
- Assists with pre-employment screens and onboarding efforts as needed.
- Performs routine tasks required to administer and execute human resource programs including but not limited to performance evaluations; leaves of absence (i.e., FMLA, Military Leave, LWOP); coaching and disciplinary matters, disputes and investigations; recognition and morale; and training and development.
- Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
- Serves as a business partner to managers and supervisors on a wide variety of HR functions. Attends and participates in employee disciplinary meetings, terminations, and investigations.
- Must be able and willing to travel for business in order to visit job sites, attend HR events, and/or conduct onsite training or investigations.
- Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
- Reviews, tracks, and documents compliance with various mandatory and non-mandatory HR related items such as anti-harassment training, continuing education, and work assessments.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
- Uses the company HRIS to prepare reports and analyze HR metrics.
- Works on various HR projects as directed.
- Performs other duties as assigned.
- Commitment to Excellence: Identifies what needs to be completed and takes action to achieve a standard of excellence beyond job expectations
- Corporate Values: Understand, embraces, and integrates DUS corporate values into everyday duties and responsibilities
- Safety and Security: Promotes a safe work environment for co-workers and customers
- Customer Service: Identifies and responds to current and future client needs by providing excellent service to internal and external customers
- Teamwork: Resourceful team player that builds, strengthens, and maintains collaborative relationships with others inside and outside the organization
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Description
JOB SUMMARYWith limited supervision, the Human Resources Generalist supports the HR department in ensuring smooth and efficient business operations. The HR Generalist will have both administrative and strategic responsibilities, and will help with important functions such as staffing, employee relations, training and development, compensation, leave of absence, and administering company policies and practices.
REQUIRED QUALIFICATIONS
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)
