Human Resources Generalist - San Diego, United States - Salvation Army

Description

FULL TIME.

COMPENSATION: $26.00 to $28.00 HOUR.

THE SALVATION ARMY MISSION STATEMENT:

The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination.

EMPLOYEE BENEFITS OFFERED:

• Opportunity for career growth.
• Paid time off.
• Employee Discounts.
• Medical, Dental, and Vision.
• Retirement Plan.
• AFLAC.
• Employee Assistance Program. (EAP)

QUALIFICATIONS:

• BA or BS Degree in Business or Certificate in Human Resources preferred.
• Five (5) years experience handling human resources and benefits administration with office management and supervisory experience.
• Must have excellent people skills.
• Must be able to multi-task and handle deadlines.
• Must be self-motivated, able to work with a minimum of supervision, adaptable and able to handle confidential matters.
• Effective written and verbal communication skills required.
• Experience with Microsoft Word and Excel along with internet web sites.
• Experience with HR/Payroll systems preferred.
• Knowledge of workers compensation, OSHA regulations and labor laws a must.
• Current valid Driver's license.

PHYSICAL REQUIREMENTS:

• Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
• Ability to grasp, push, pull objects such as files, file cabinet drawers, and other office equipment.
• Ability to communicate clearly on the telephone.
• Ability to lift up to 30 lbs.
• Ability to perform various repetitive motion tasks.

ESSENTIAL JOB DUTIES:

• The duties and responsibilities of the HR Generalist require the ability to handle confidential matters.
• The person in this job must know how to protect this information and prevent it from being compromised.
• You will also have access to Personal Health Information as defined by HIPAA (Health Insurance Portability and Accountability Act) Regulations.
• You must protect PHI and ensure that this information is never shared with anyone who does not have rights to access PHI.
• Individuals will look to you for guidance on how to conduct themselves in the workplace, so be prepared to set the standard HR Generalist for professionalism and to personally adhere to the policies as outlined in The Salvation Army, ARC Employee Handbook.

Specifically, your duties will include but are not limited to:

Personnel:

• Provide orientation for new hires and ensure that all of the proper documents are signed and placed in the personnel record.
• Enter new hire information into payroll/timekeeping systems.
• Maintain an employee database to facilitate the preparation of legal, statistical and information reports.
• Establish a "bring-up" file for timely processing of 90 day orientation reviews and annual employee reviews.
• Become familiar with the requirements of ARC Command Finance Council with respect to Personnel Action Notices, annual pay increases, LOA requests, etc.
• Administer policies and procedures as presented in The Salvation Army, ARC version of the Employee Handbook.
• Maintain current vacation and sick time accrual figures for all employees.
• Assist Administrator, Department Heads and employees with employee relations.
• Develop and maintain an effective employee communications network.
• Conduct in-service training for managers and supervisors on a regular basis covering topics related to Safety Training and Labor Laws.
• Assist the Center Administrator with drafting correspondence, memos, policies and procedures.
• Compiles information as required for legal inquiries.
• Makes recommendations for employee recognition and appreciation activities.
• Process lien and garnishment notices, ensuring that each party receives the correct paperwork and that deductioncodes are entered in payroll system.
• Assure all personnel files are maintained according to ARC Command/Review Standards.

Recruitment:

• Prepare internal and external announcements of job openings.
• Develop a range of recruitment sources including community-based organizations, Internet websites, print advertising and job fairs to attract the best applicants.
• Screen applications and resumes for appropriate candidates for interview.
• Conduct preliminary interviews and schedule candidates for 2nd interview with hiring manager.
• Order background checks and conduct reference checks for applicants.
• Assure MVR is secured for new hires of appropriate positions.

Insurance Claims:

• Make timely report to the workers compensation adjusters of all workplace injuries.
• Maintain an active file and follow up for current status of injured workers.
• Communicate with TSA's Third Party Administrator (TPA) regarding status of injured employees
• Prepares earning statements and other documentation required by TPA.
• In California, become familiar with "Red Shield", the Medical Provider Network (MPN) established for the handling of injured workers in California only.
• In California, become familiar with the Transitional Duty Program for injured workers returning to the workplace with restrictions.
• In California, prepare, maintain and distribute Panel Cards to each location listing doctors and hospitals where employees may go for attention to workplace injuries.
• Other States, Washington, Hawaii, Arizona, Oregon and Colorado must follow laws of their State.

Safety:

• Become familiar with The Salvation Army Injury and Illness Prevention Program.
• Fulfill duties of Safety Supervisor as described in the IIPP.
• Work closely with Territorial Safety Director whenever there is an incident as directed by Administrator.
• Become familiar with Summit Training and proper procedures.
• Post OSHA Log 300 each year as required by OSHA regulations.
• Report vehicle accidents to Claims Reporting Center and assists the adjuster in securing accident photos and scheduling repairs or estimates.
• Report all property claims to TSA Adjuster.

Benefits:

• Understand open enrollment periods and ensure that benefits are enrolled in a timely manner.
• Review all enrollments on a monthly basis and terminate benefits for employees who leave no later than the end of the month in which employment terminates.
• Ensure proper deductions are entered into payroll for employee contribution and for dependent care coverage.
• Verify Short Term Disability enrollments, including biweekly rate of pay and proper biweekly deductions.
• Work with AFLAC representative during open enrollment to assure that all employees have access to benefits.
• Maintains a good understanding of TSA's Retirement Pension Plan and assists employees with application process.

Coordinate volunteers:

• Process background checks for all volunteers per ARC Command policy.
• Process and record all hours for Community Service workers.
• Maintain all records for follow-up with Courts and/or CBR requirements.
• Develop partnerships with community based agencies and schools as a source for volunteers.

Misc.:

• Maintain records of Authorized Drivers for ARC, including annual MVR and safety training.
• Provide backup to the Accounting office as necessary for HR/payroll related matters.
• Responds to employment and salary verification requests.
• Participate in Department meetings as directed by Administrator.
• Other duties as requested by the Administrator or his/her designate.
• Recommended Reading: My Brother, New Frontier, War Cry, Year Book.

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)