"Human Resources Generalist - Employee Relations"

Human Resources Generalist - Employee Relations

Department

Human Resources

Overview

The HR Generalist (Employee Relations and Performance Management) develops and maintains positive employer-employee relationships by managing workplace disputes, implementing HR policies, ensuring legal compliance, mediating conflicts, and partnering with leadership for performance management. Key responsibilities include explaining College programs, policies, and procedures, coaching employees on performance, conducting training, investigating potential policy violations, and advising on disciplinary actions, all while requiring strong communication and conflict resolution skills. The HR Generalist (Employee Relations and Performance Management) performs varied administrative and specialized tasks in support of the day-to-day administration of College programs, policies, and procedures and Special Projects.

Responsibilities

Employee Relations:

• Meet with employees to actively listen to their concerns about their role, department, or professional relationships on campus. Ensure that employees feel heard, while remaining objective and focused on the bigger picture.
• Document thoroughly all employee concerns and subsequent meetings related to the initial inquiry/concern, escalating as needed to the Director and Department leadership.
• Conduct thorough investigations into employee misconduct or grievances and advise on appropriate disciplinary procedures.
• Provide training to managers and employees to ensure positive employee relations and a respectful work environment that embodies our shared values.
• Oversee the employee grievance process to ensure fair and consistent handling of complaints.
• Manage the administration of, and adherence to, all Human Resources programs, policies, and procedures in place at Ursinus College, as well as related policies such as the Faculty Handbook, Student Code of Conduct, and other guidelines in place.
• Develop, review, and update as necessary the above policies and procedures.
• Lead the creation of a Staff Handbook, based upon the intersection of best practices, current employment law landscape, and existing policies and procedures.
• Maintain in-depth knowledge of the rules and regulations associated with relevant employment law at the local, state, and federal level.
• Ensure the organization’s practices comply with labor laws including but not limited to Department of Labor (DOL), Fair Labor and Standards Act (FLSA), Equal Employment Opportunity (EEO) regulations, and executive orders.
• Partner with the corresponding College designee for Disability Accommodations, Title IX or Title VI concerns.
• Join the Director of Human Resources for new and continued initiatives with President’s Cabinet, Faculty Counsel, Staff Assembly, and the Senior Director of Inclusion and Belonging to foster a culture of inclusion, belonging, and engagement.

Performance Management:

• Manage the administration of all facets of performance management including: initial performance review after 3-6 months as a newly hired employee and annual performance evaluation in accordance with College schedule.
• Partner with managers to coordinate, document, and communicate any necessary ad hoc interventions and coaching including verbal warnings, written warnings, performance improvement plans, and other disciplinary measures up to and including discharge.

Additional Responsibilities:

• Partner in drafting a monthly Wellness Newsletter and a quarterly HR Newsletter to keep employees apprised of various events, updates, and key information.
• Provide excellent customer service support to employees and departments in a timely, professional manner relating to employee questions, concerns, issues both on TDX-HR tickets and anyone reaching via Email/Call etc.
• Coordinate with Director and Administrative Coordinator for associated policy changes to departmental webpage.

Requirements and Qualifications

• Bachelor’s degree in business administration, communications, or related field required. Incumbent will be expected to continue upgrading knowledge, skills, and abilities needed to keep abreast of regulation/policy changes related to the position.
• 4-7 years’ human resources experience in progressively responsible positions. Demonstrated experience should include - management of highly sensitive information; employee conflict resolution; policy violation infractions; administration of performance management programs; management of multiple conflicting priorities; and facilitation of communication between numerous parties.
• Demonstrated knowledge of all aspects of employee relations and performance management.
• Strong skills and experience with Microsoft Office, particularly spreadsheets, word processing and outlook is essential.
• Excellent organizational and communication skills (verbal and written).
• Ability to analyze nuanced/multi-faceted situations and make sound decisions, finding mutually beneficial solutions for complex disputes, where possible.
• Strong ability to analyze data and situations to identify patterns and potential issues.
• Capability to handle sensitive information with the utmost discretion.
• Full understanding of applicable HR statutes and regulations such as ADA, EEO, FMLA, FLSA, OSHA and Title VI, VII, and IX of the Civil Rights Act of 1964 required.
• Demonstrated proficiency in Oracle / similar HCM, with understanding of systems.
• Desire to work as a team with a results-driven approach.

Preferred Skills and Competencies

• Prefer: Prior human resources employment experience in higher education.
• Prefer: Professional designation: either SHRM or PHR