We have a GREAT opportunity for an HR Generalist/Sr Assistant at our Gallo Sales location supporting our Elizabeth and Hainesport, NJ locations.
Type: Temp 6-8 weeks could go longer
Pay: $25.00 - $30.00/hr DOE
Partners with the business to ensure HR systems and processes are aligned with the goals, culture and strategy of the organization. Serves as the designated HR point-of-contact providing timely, targeted HR service and support in talent acquisition and on boarding, performance management, employee relations, compensation management, training and development, and providing solutions and facilitating effective resolution of HR issues. This position has a heavy emphasis on recruiting, change management, training and compliance and reports to the Human Resources Director.
-Full life cycle recruiting for non-exempt and exempt positions which includes: creating new job requisitions, sourcing, screening, interviewing, verbal offers and onboarding
-Generates offer letters and updates candidate status.
-Facilitates new hire orientation and processes new hire paperwork to include the completion of Form I-9, federal and state tax forms, and other forms required by federal and state guidelines.
-Ensure compliance with corporate and OFCCP hiring guidelines.
-Conducts exit interviews for terminated employees; reviews details with HR manager.
-Initiates and tracks background checks, drug screening, and medical/physical exams for new hires.
-Responsible for expeditiously responding to inquiries from both non-union and union employees.
-Uses in-depth knowledge of organizational structure and employee functions to take proactive steps to enhance employee and department productivity.
-Partners with management and staff to foster a successful, productive performance for an assigned client group.
-Develops business relationships with employees (ranging from entry-level employees up to department directors) to learn how their needs as employees impact the organization.
-Takes an active role in the Human Resource Planning (HRP) process; ensures succession planning into performance management and staffing and identification of high-potential employees.
-Conducts career coaching sessions; partners with leadership to create an employee development plans and monitors the progress of the employee.
-Recognizes training needs of employees and ensures that the necessary training is provided.
-Participates in HR projects, processes, and functions that involve human resources and client group leadership.
-Partners with HR services areas (talent acquisition and compensation) to fill open job requisitions and ensure fair and equitable pay throughout the client group.
-Participates in the recruiting process for the college undergraduates and interns.
-Educates employees and answers questions regarding compensation practices benefits, and the competencies required corporate advancement.
-Functions as the program liaison to managers of client group for the corporate Performance Incentive Program (PIP) and the Annual Salary Planning process; collaborates with the compensation department to drive the program.
-Partners with the corporate medical department to manage workers¿ compensation, job accommodation, medical leave, or return to work cases.
-Performs investigations relating to employee issues and claims; makes recommendations on next steps and appropriate discipline; supports the HR manager in high level investigations when required.
-Instructs team leaders and mid- level managers on how to handle performance issues (includes documentation assistance and legal review).
-Audits, reviews and reports quarterly and annually on compliance, affirmative action and diversity goals.
-Provides instruction to employees on how to complete self-assessments; coaches people managers on how to complete performance assessments and deliver feedback results to the employee.
-Ensures employee understanding of department and corporate policies.
-Provides support in rolling-out HR initiatives, programs and policies (Performance Management, Total Rewards education and roll out, Employee Engagement Survey, Employee Handbook).
-Responsible for maintaining computerized and hard copy employee files, I9 filing and managing the filing system for the department.
-Responsible for tracking, processing and coordination of workers compensation and employees who are on leave.
-Schedules and coordinates employee events by reserving facilities, coordinating logistics, ordering food, communicating to participants etc.
As a worker today, it’s up to you to take charge of your career and look for opportunities to learn, grow, and achieve your potential. Helping you find what’s next is what we’re all about. We know what’s going on in the evolving world of work—just ask the 440,000 people we employ each year. Connecting with us means getting the support, guidance, and opportunities needed to take your career where you may have never imagined.
At Kelly, we’re always thinking about what’s next and advising job seekers on new ways of working to reach their full potential. In fact, we’re a leading advocate for temporary/non-traditional workstyles, because we believe they allow flexibility and tremendous growth opportunities that enable a better way to work and live. Connecting great people with great companies is what we do best, and our employment opportunities span a wide variety of workstyles, skill levels, and industries around the world.
Kelly is an equal opportunity employer committed to employing a diverse workforce and providing accommodations for people with disabilities in all parts of the hiring process as required under its Employment Accommodation Policy. Kelly will work with applicants to meet accommodation needs that are made known to Kelly in advance.