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    Human Resources Generalist - San Diego, United States - Kyocera International

    Kyocera International
    Kyocera International San Diego, United States

    3 weeks ago

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    Description


    With nearly 80,000 employees globally, Kyocera is a leading manufacturer of high-tech ceramics used in various industries including aerospace, automotive, Medical applications, and semiconductor processing.

    You will find our innovative materials in everything from smartphones to space shuttlesCheck out our profile videoLook at these PERKS Competitive pay, benefits, and hours120 hours of vacation accrued per year to start (that's 3 weeks/year for regular 8-hour shifts)10 Paid Holidays per year401(k)401(k) company matchPensionMedical insuranceVision insuranceLife insuranceFlexible Spending Account (FSA)


    Employee Assistance ProgramWe have a long-tenured staff (many with over 30 years of service), a vital company mission, and an excellent benefits package that includes Medical, Dental, Vision, Life Insurance, Paid time off to Volunteer, paid Leave options,Tuition Reimbursement, an employer-paid Pension and a 401(k) with both Roth and a healthy company match.

    Many of our larger locations also feature onsite gyms, walking tracks, exercise rooms, and even employee gardens.

    We strive to have a diverse workforce of people from all backgrounds, including minorities, women, and veterans, who bring their experience to support the innovation and quality that Kyocera is known for.

    Kyocera International, Inc. also has a robust corporate culture and philosophy based on the experiences and writings of our founder, Dr.

    Kazuo Inamori, which you can learn more about .Our company motto is Do the right thing as a human being, and we try to use that in our decision-making constantly.


    HR Generalist (HRHR5702)Exempt:
    YesSafety Sensitiv


    e:
    YesPay Rang


    e:
    $69,153 - $100,131GENERAL DESCRIPTION OF POSITIONThe Human Resources Generalist provides full cycle HR support to plant and sales employees in a variety of locations. This role assists the HR Manager and other generalists on assigned projects by providing professional support in functional areas of Human Resources including benefits administration, employee relations, performance, compliance, and recruitment.

    Manages all parts of the employee life cycle including new hire processes, termination and benefit calculation using HRIS system and a variety of vendor websites.

    This person will have wide expertise in four or more functional HR areas such as recruitment, FMLA/leave management, ADA, compensation, compliance, employee relations, performance, and coaching.

    They will often act as first point of contact to an employee for HR-related issues.


    Requirements:


    4 year degree, bachelors degree preferred in HR or other related fieldPHR or SHRM CP certification preferred4 years related HR employee support experienceExperience in a manufacturing or engineering environment preferred.

    Professional interpersonal skills, verbal/written communication and computer skills.

    Ability to handle highly confidential informationExcellent organizational, administrative and creative problem-solving skillsMust be able to interface with employees on all shiftsResourceful at research and legal complianceEligible to work in an ITAR environmentTravel up to 25%ESSENTIAL DUTIES AND RESPONSIBILITIESCollects inquiries and performs research on employee benefit questions with a variety of sources.

    Provide accurate information in a timely manner being mindful of employee privacy.

    Communicates professionally orally and via email in English, with all employee groups, outside vendors and the applicable agencies using a telephone, group, email, face-to-face, one-on-one communication.

    Should be approachable and professional in all of these interactions.

    Completes special projects assigned by manager; setting timetables and schedules; conducting research; developing and organizing information in a report; fulfilling transactions, collecting feedback and reporting to the KII HR group.

    Protects organization's value by keeping information confidential and ensuring managers are trained in privacy expectations.

    Supports the Human Resources Manager and division head on issues related to new hires, terminations, compensation, benefits coordination, retirement plan administration (both 401(k) and pension), and training database.

    Provides current and prospective employees with information on policies, job duties, working conditions, wages, and employee benefits daily. Provides frequent counsel on policy implications.
    Back up to Sr Generalist and HR Managers/leadership in a variety of areas. May represent Kyocera at events. May offer companywide training on general HR topics.

    Maintains clean and accurate personnel records and provides information for internal and external audits as requested in a timely manner.

    May provide month end reports on headcount, attendance, temporary staff, or overtime as needed. May create strategic plans related to compensation or planning for labor.

    Improves manager and employee performance by identifying and clarifying problems at early stages, evaluating potential solutions, implementing selected solution, counseling managers, coaching employees as needed, documenting employee counseling and progressive disciplinary action.

    Will be frequently exposed to HIPAA sensitive information related to benefit administration, FMLA, and FSA reconciliation or questions.
    Plan and conduct new hire orientations and assist with 90-day onboarding and trial period. May assist in creating new content or training material as needed.

    May be trained as back-up for training database administrator, or be assigned HR trainer for company Philosophy, EH&S or other HR related topics depending on site need.

    May travel to multiple locations as needed for training or onsite support.

    Create and/or audit spreadsheets and invoices related to recruitment efforts, terminations, temporary staffing, new hire reports and compensation monthly or as requested.

    Maintains employee communications, in local site and outside offices to ensure compliance and understanding. Exposed to a wide variety of HR compliance matters.
    Partner with hiring managers to determine staffing needs, update job descriptions, process requisitions, post jobs, screen, and interview. May attend job fairs or outreach activities. Proposes compensation for new hires and coordinates offers.
    Tracks and audits open enrollment data for accuracy and compliance, may coordinate open enrollment events.

    Trains new generalists and specialists on administration of employee benefits, compensation, performance reviews, personnel record retention, filing/ scanning, unemployment claims, verification of income, and training.

    May support these areas as needed.
    Ensure compliance with affirmation action program including temp agency contact, recording, paperwork, and annual reporting.
    Investigate employee relations issues, legal matters, policy interpretation, and recommended actions.
    Refers more complex matter to HR management for counsel and support. Prepares all supporting documents and reports needed for management or legal review and decision making.
    May travel up to 25%.Perform any other related duties as required or assigned.
    QUALIFICATIONSTo perform this job successfully, an individual must be able to perform each essential duty mentioned satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

    PHYSICAL ACTIVITIESThe following physical activities described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

    Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions and expectations.

    While performing the functions of this job, the employee is regularly required to sit, talk or hear; occasionally required to stand, walk, use hands to finger, handle, or feel, climb or balance, stoop, kneel, crouch, or crawl.

    The employee must occasionally lift and/or move up to 25 pounds, frequently lift and/or move up to 10 pounds.
    ENVIRONMENTAL CONDITIONSThere are no harmful environmental conditions that are present for this position.
    The noise level in the work environment is usually moderate.
    ADDITIONAL INFORMATIONThe above statements are intended to describe the work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.

    The duties and responsibilities of this position are subject to change and other duties may be assigned or removed at any time.

    This position may require exposure to information subject to US Export Control regulations, i.


    e:
    the International Traffic and Arms Regulations (ITAR) or Export Administration Regulations (EAR). All applicants must be US persons within the meaning of US regulations.
    Kyocera International, Inc. values diversity in its workforce, and is proud to be an AAP/EEO employer.

    All qualified applicants will receive consideration for employment without regard to race, sex, color, religion, sexual orientation, gender identity, national origin, protected veteran status, or on the basis of disability.

    If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact Kyocera International, Inc.

    Human Resources team directly.
    Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

    Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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 contractors legal duty to furnish information.

    41 CFR c)#J-18808-Ljbffr
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