HR Generalist - Watertown, United States - Twin Cities Orthopedics

Description

Position Summary

Our HR department enjoys working together to drive desired results while having fun and supporting each other to maintain our excellent employee-owner cultureWorking as an integral part of the Corporate HR team, you will have the opportunity to impact and continue to shape our employee-owner culture at the plant level while helping assist with strategic people and organizational initiatives.You will have responsibility for ensuring company policies and practices are interpreted and administered fairly and consistently, be responsible for projects and tasks such as reporting requirements, responding to salary and benefits surveys, compiling comp data for internal wage structures, EEO/AA reporting, as well as, being a key administrator for our HRIS and learning management system (LMS).

Responsibilities/Duties/Tasks

• Ensure compliance with all applicable federal, state, and local employment laws and regulations.
• Provide guidance to employees by interpreting policies and promptly responding to employee relations matters and questions.
• Accurate employee record/file keeping (i.e. employee status changes, hire/termination processing, unemployment insurance paperwork, etc.)
• Work with plant management to meet current or anticipated staffing needs and manage hiring activities including participation in external recruitment opportunities such as job fairs, community relationships, etc.).
• Benefits administration including benefits enrollment, promptly resolving discrepancy issues, assisting employees with leave management needs (FMLA, personal, bereavement, etc.), the accuracy of employee files, and completing timely entries and documentation of hiring and termination events.
• Investigate, document, and address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
• Maintain plant OSHA log, attend safety committee meetings, work comp injury reporting, and provide information for DART calculation.
• Respond to salary survey requests, and prepare and analyze employment-related data and reports as requested for internal and external reporting purposes.(EEOC, OSHA, PPAC, AAP, etc.)
• Manage the plant performance review process and performance improvement plans.
• Support related ESOP initiatives and activities and serve as a resource to the ESOP Communications Team as needed or required.
• Responsible for knowing and following all environmental, health and safety rules, policies, and procedures for the work area and take responsibility for ensuring that personal work activity is conducted in such a way as to not affect the safety of themselves or others.
• All other duties as assigned.

Education and Experience

• 2-year post-secondary HR or related degree or equivalent experience
• 2+ years of progressive HR experience in a similar role.
• Strong MS Office skills
• HRIS knowledge and experience- UKG is a plus
• Ability to relate, communicate, and influence all levels through excellent listening and communication skills that foster trust and support.
• A high degree of integrity, confidentiality, and professionalism.
• Ability to efficiently organize, prioritize, and work independently with strong attention to detail to ensure tasks are completed thoroughly and correctly.
• Experience working in a manufacturing environment.

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)