Career Opportunities
If you have both a genuine love for seniors and skills that you want to apply to a very rewarding career, we want to hear from you.
Human Resources Generalist
Summary: The Human Resources Generalist (HRG) manages the day-to-day operations of the Human Resource office. The HRG manages the administration of the human resources policies, procedures and programs. The HRG carries out responsibilities in the following functional areas: recruiting and staffing, performance management, compensation/benefits, compliance, Employee Relations/communication and Human Resources Information Systems (HRIS).
Qualifications:
- Minimum of Associate’s degree or equivalent work experience (5 years) in Human Resources, Business, or Organization Development or equivalent.
- Two years of progressive leadership experience in Human Resources or related positions
- Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred
- General knowledge of employment laws and practices.
- Experience in the administration of benefits and compensation programs and other Human Resources programs.
- Excellent computer skills in a Microsoft Windows environment. Must include Excel and demonstrated skills in database management and record keeping.
- Effective oral and written communication.
- Excellent interpersonal and coaching skills.
- Evidence of the practice of a high level of confidentiality.
- Excellent organizational skills
Areas of Responsibility:
Recruiting and Hiring
- Manages the recruitment process for exempt and non-exempt employees, interns, volunteers and temporary staff using the standard recruiting and hiring practices and procedures
- Manages the entire recruiting and selection process from beginning to end • Serves as primary contact for all location candidates and newly hired employees through transition to buddy program
- Manages employee “buddy” program
- Manages and reports a recruiting and staffing plan for location
- Meets candidate recruiting & staffing metrics as set forth by the Head of Human Resources
- Reviews resumes and applications daily to ensure the best pool of candidates
- Maintains contact database for all positions according to set metrics
- Conducts monthly touch base with managers on recruiting & staffing plan
- Attends a job fair semi-annually
- Ensure all applicants get a response card or email within 3 business days of receipt
- Sends out rejection letters to all interviewed management candidates within 3 days of decision
Training and Development
- Organizes, schedules and ensures proper execution of CRC new hire orientation
- Ensure all building staff meet minimum training and orientation requirements for position
- Ensures proper and timely onboarding for all staff in all positions (includes promotions)
- Executes in-house employee training system that addresses company training needs including training needs assessment, new hire orientation, onboarding, management development, cross-training, and continuing education
- Assists managers with the selection and contracting of external training programs and consultants
- Assist Head of HR in providing necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports
- Assists ED with the development of and monitors the spending of the building training budget.
- Maintains employee training records for all training (position, department, company, cont. ed)
Performance Management (appraisals, PIPs, disciplinary action)
- Trains all building managers on CRC performance management system/policy
- Advises managers and supervisors about the steps in the progressive discipline system of the company
- Ensures timely reviews for all building staff
- Ensures compliance and consistency with all building performance management
- Escalates all PM documents to Head of HR per CRC policy
- Ensures timely follow-up for PIPs and disciplinary action for building staff
Compensation
- Monitors initial compensation wages against CRC wage scale
- Ensures consistency and timely payment for all building bonus programs
- Provides some payroll support
- Serves as primary contact and management trainer for time/attendance and scheduler programs
- Participates in salary surveys and market analysis as directed by Head of HR
Benefits (all employee benefits and perk programs)
- Develops and schedules benefits orientations at New Hire Orientation
- Schedules and executes other benefits training with benefit coordinators at external companies
- Provides day-to-day benefits administration services. Assist employees with any claim issues
- Assists ED with disability and worker’s compensation claims as needed
- Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Compliance
- Keeps all employee records up to date, neat, safe and compliant with all laws
- Ensures building compliance with all governmental agencies including DSHS, Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor (DOL), worker compensation, the Occupational Safety and Health Administration (OSHA), etc
- Helps maintains minimal company exposure to lawsuits
- Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations
Employee Relations, Retention and Communication
- Is primary Employee Relations contact for all building employees
- Is primary driver of all recognition programs at building
- Serves as primary building contact for all employee communication tools
- Partners with management to communicate human resources policies, procedures, programs and laws to employees
- Escalates all employee concerns and complaints to Head of HR (timely)
- Partners with Head of Human Resources to conduct investigations when employee complaints or concerns are brought forth
- Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
- Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use
- Assists with the implementation of company safety and health programs. Tracks and posts OSHA-required data and files reports
- Conducts exit interviews with all terminated employees and reports findings to HR
Human Resource Information Systems
- Maintains employee-related data bases
- Ensures accuracy of HRIS data at all times
- Runs semi-annual data integrity checks on all HRIS data
- Prepares and analyzes reports for all CRC management, as necessary or requested
- Fully utilizes Human Resources software to the company’s advantage
Project Work
- The HRG will frequently drive projects for company HR as directed by the Head of HR
- The HRG assumes other responsibilities as assigned by the Executive Director
If you are dedicated, talented, and hardworking we want to talk to you about joining our team. Please apply by emailing your resume and cover letter with "Humar Resources Generalist – Chateau Home Office" in the subject line to the following address: careers@chateau-retirement.com