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Hurst

    Human Resources Generalist - Hurst, United States - Red Door Escape Room

    Red Door Escape Room
    Red Door Escape Room Hurst, United States

    1 week ago

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    Description

    Job Description

    Job DescriptionSalary: $50,000.00-$60,000.00 /Year + Bonus

    Human Resources Generalist

    Role Summary:

    • Title: Human Resources Generalist
    • Compensation: $50,000.00-$60,000.00/year salary + Bonus
    • Location: Hurst, TX - Hybrid Position
    • Commitment: Full time
    • Benefits: Health, dental, vision, 401K

    Job Description:

    As a Human Resources Generalist, you will play a pivotal role in the People department, undertaking various responsibilities to foster a positive work environment, ensure compliance with regulations, and support the organization's strategic objectives. Your primary focus will be on managing the day-to-day operations of HR functions while contributing to the development and execution of long-term HR strategies

    Responsibilities:

    The Human Resources Generalist will be responsible for the following:

    1) HR Administration and Compliance

    • Audit for non-compliance then maintain employee records and ensure compliance with relevant employment laws and regulations
    • Maintain accurate and up-to-date HR documentation, policies, and procedures.
    • Reviews, tracks, and documents compliance with mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
    • Conducts or acquires background checks and employee eligibility verifications.
    • Performs routine tasks required to administer and execute human resource programs, including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
    • Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
    • Maintains compliance with federal, state, and local employment laws and regulations and recommended best practices; reviews policies and practices to maintain compliance.
    • Manages HRIS and ensures training compliance and fields troubleshooting inquiries by team members
    • Manages onboarding, offboarding, and Change of Status requests for all employees through HRIS and payroll.

    2) Executive Administration

    • Maintains a functional and secure system for all record keeping.
    • Reviews and facilitates non-routine requests (insurance, payments, renewals, audits, etc.)
    • Assists in year-end preparation and distribution of W-2 and other tax forms.
    • Assists in other administrative functions and performs special duties and projects as requested by management (entity setup, renewals, taxes, EIN, other registrations, limits, fraud, issuing new or replacement cards, etc.)
    • Administrates Performance System and ensures Feedback calendar is up to date and well understood.
    • Takes point on the organization, communication, preparation, and administration of the Annual Corporate Retreat, Quarterly Corporate Potlucks, Holiday Party, and any other future XD events

    3) HR Reporting and Analytics:

    • Compile and analyze HR metrics and data with departmental leadership to identify trends and insights that inform decision-making
    • Prepare regular reports on key HR metrics, such as turnover rates, employee engagement, and any other departmental initiatives
    • Utilize data-driven insights to recommend strategies for enhancing employee satisfaction and organizational effectiveness.

    Minimum Qualifications:

    • A degree in a relevant field or relevant work experience
    • 2+ years of experience in HR
    • Professional certification preferred
    • Availability for occasional travel

    What does success look like?

    1. The department is well organized and visible to build cross-department dependencies
    2. Provide consistent administrative support to ensure a smooth flow of department operations
    3. Clear communication and follow-up on projects and goals throughout the year
    4. Employees are engaged with the people department, and it is established in the workflow

    How will we measure success?

    • KPIs directly applicable to the Human Resources Generalist:
    • Company communication
      • Timely response to Departmental emails
      • Weekly announcements going out
      • HRIS Maintenance
    • Employee Retention
    • Execution of people-processes company-wide i.e. compliance, performance reviews, etc.
    • Peer review and stakeholder feedback
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