POSITION SUMMARY:

Under minimal supervision, the HR Generalist is responsible for daily functions of the Human Resources department which includes managing various aspects of the employee lifecycle and ensuring compliance with labor laws. This role is responsible for a variety of functions in the areas of Employee Relations, Staffing, Drug Testing, Temporary staffing and special projects.

The essential functions of the position include, but are not limited to the following:

• Performs routine tasks required to administer and execute programs including but not limited to compensation, leave, disciplinary matters, investigations, performance management, safety and training and development.
• Assist in investigating and resolving complex employee complaints, workplace conflicts, and compliance concerns under the direction of HR Leadership, providing thorough and unbiased reports while ensuring fair and consistent application of company policies.
• Process employee status changes for accurate employee records and data management.
• Manage temporary employee placement and negotiate fee agreements and bill rates for cost containment.
• Facilitate new employee onboarding by conducting orientation and ensuring completion of necessary documentation.
• Administer employee separation meetings by going over exit documents and collecting company properties.
• Oversee the Education Allowance program monitoring the approval and reimbursement process.
• Manage employee drug testing protocols by processing and communicating test results per policy.
• Conduct internal audits and risk assessments to ensure policies align with legal and industry standards.
• Event coordination of annual events including Holiday party, Employee Appreciation Day, Town Hall meeting, philanthropic events, department meetings, etc.
• Research and prepare special reports which may require statistical analysis and/or evaluation.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommend best practices; reviews policies and practices to maintain compliance.
• Propose and implement process improvement strategies within the HR Department.
• Manage employee drug testing protocols.
• Maintain drug testing vendor portal and be main contact for vendor.
• Communicate drug results to hiring managers as appropriate.
• Process positive drug test results per Company/CBA policy by contacting employee, their manager and Local IUEC Business Agent and advise of next steps.
• Maintain HIPPA, confidentiality, and privacy.
• Perform other duties as assigned.

EDUCATION AND EXPERIENCE:

• Bachelor’s degree in a related field or equivalent work experience in Human Resources required.
• 5+ years’ experience working in Human Resources department with emphasis in Employment Procedures, Employee Relations, HRIS systems.
• Previous experience working with ADP is highly preferred.
• Advanced knowledge of Microsoft programs (Word, Excel, Outlook and PowerPoint) required. 2-3 years’ experience in HRIS.
• Knowledge in operating Learning Management System and Performance Management System preferred.
• Experience working with an Applicant Tracking System required, preferably Clear Company.
• Knowledge of State, Federal, and wage laws pertaining to Human Resources.
• Excellent verbal, written communication presentation skills.
• Ability to work with all levels in the organization and maintain confidentiality of information.

The pay range for this position at commencement of employment is expected to be between $68,640 and $77,000/year; however, base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements, including commissions based on achieving individual performance and/or sales metrics, incentive compensation and discretionary awards in addition to a full range of medical, financial, and/or other benefits (including 401(k) eligibility and various paid time off benefits, such as vacation, sick time, and parental leave), dependent on the position offered. Details of participation in these additional compensation and benefit plans will be provided if an employee receives an offer of employment.

If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire.

We are an equal employment opportunity employer. All employment decisions are made without regard to race, color, religion, sex, pregnancy, breastfeeding or related medical condition, national origin, ancestry, citizenship, age, marital status, sexual orientation, gender identity, gender expression, domestic partnership, physical disability, mental disability, medical condition, genetic characteristic or information, military or veteran status or other legally protected status (except when one of these criteria is a legally permissible bona- fide occupational qualification).

The Company 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 Company, or (c) consistent with the Company’s legal duty to furnish information.

To view the EEO is The Law Poster and the supplement, please visit www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf

To view the Notice to Job Applicants and Employees regarding San Francisco's Fair Chance Ordinance and the Know Your Rights poster please visit www.sfgov.org/olse/sites/default/files/FCO%20poster2020_0.pdf

Applicants with a disability who need assistance with the application process may contact Human Resources by email at employment@meus.mea.com or by calling 714.229.3813.