Human Resources Generalist

Description

JOB SUMMARY

With limited supervision, the Human Resources Generalist supports the HR department in ensuring smooth and efficient business operations.

The HR Generalist will have both administrative and strategic responsibilities, and will help with important functions such as recruiting, employee relations, training and development, compensation, leave of absence, and administering company policies and practices.

This is an entry-level HR Generalist role based in Anchorage, AK . We offer a hybrid work schedule of 3 days in the office and 2 days remotely.

REQUIRED QUALIFICATIONS

Bachelor’s degree in human resources, business administration, or a related field. Related work experience may be substituted for the education requirement.

2 years of human resources experience

Computer proficiency with Microsoft Office suite

Advanced communication skills, both verbal and written

PREFERRED QUALIFICATIONS :

SHRM-CP or PHR certification

Experience with Human Resource Information Systems (HRIS)

Strong analytical skills with proven ability to organize and analyze data, using HRIS systems for reporting.

Results oriented, both individually and for a team

Customer focus ability to relate well with employees at all levels

Proven conflict resolution and problem-solving skills

Strong knowledge of HR practices, employment laws, and regulations

Proven ability to establish strong relationships at all levels throughout the organization, as well as support clients in multiple locations.

A strong mindset for continuous improvement and exceeding client expectations

Ability to work independently and handle confidential information with discretion.

ESSENTIAL FUNCTIONS

Drives implementation of core business staffing plans and needs. Responsible for recruiting, pre-employment and hiring activities for assigned client accounts.

• Performs routine tasks required to administer and execute human resource programs including but not limited to performance evaluations;
• leaves of absence (i.e., FMLA, Military Leave, LWOP); unemployment claims requests, employment verifications, disciplinary matters, investigations;

and employee morale / recognition events.

Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and / or sensitive matters to the appropriate staff.

Serves as an advisor and business partner to managers and frontlines supervisors on various HR issues and processes impacting daily and long-range operations.

May participate in employee disciplinary meetings, terminations, and investigations.

Must be able and willing to travel for business in order to visit job sites, attend HR events, and / or conduct onsite training or investigations.

Reviews, tracks, and documents compliance with various federal, state and local employment laws and regulations.

Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Uses the company HRIS to prepare reports and analyze HR metrics.

Participate on special projects related to delivering the strategic needs of the business.

Willing to temporarily cover for other HR team members as needed.

Performs other duties as assigned.

CORE COMPETENCIES

Commitment to Excellence : Identifies what needs to be completed and takes action to achieve a standard of excellence beyond job expectations

Corporate Values : Understand, embraces, and integrates DUS corporate values into everyday duties and responsibilities

Safety and Security : Promotes a safe work environment for co-workers and customers

Customer Service : Identifies and responds to current and future client needs by providing excellent service to internal and external customers

Teamwork : Resourceful team player that builds, strengthens, and maintains collaborative relationships with others inside and outside the organization

DUS is an Equal Opportunity Employer

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 60-1.35(c)