Sr. HR Generalist

by | Jul 26, 2014 | Job Opportunities

Sr. HR Generalist – HR SHARED SERVICE CENTER

Basic Purpose:  Serves as escalation point for inbound inquiries received by telephone, electronically and in writing pertaining to employment policies and employee relations questions, issues and concerns that cannot be resolved at Tier One. Provides information, interpretation, guidance and counseling to managers, employees and other Human Resources Generalists on moderately complex issues, employment policies and laws, and recommends course of action as appropriate. Works in both a leadership and team capacity to coach and counsel leaders and peers on performance management, employee development and corrective action. Documents all employee relations activity per established protocols, and escalates issues of high risk or high complexity to the Employee Relations Center of Excellence. Serves as a mentor providing guidance and support to those in the role of Human Resources Generalist. Support spans all disciplines of human resources and all geographic areas where Quest Diagnostics employees exist, requiring deep knowledge of processes, practices and employment policies and laws across all functions and geographies.

Duties and Responsibilities:

  1. Provides consistent coaching, expertise and consultation to internal customers in areas of behavior modification, conflict resolution and disciplinary issues (including termination) in accordance with the values, policies and procedures of the Company
  2. Provides support to managers and employees on moderately complex issues
  3. May implement/manage/administer programs (such as Recognition, Educational Assistance)
  4. Implementation of relocation and expat services
  5. Respond to general escalated compensation inquiries and perform processes that do not require a specialist, such as those related to equity, bonus and job change parameters, promotions and demotions
  6. Respond to general escalated benefits inquiries and perform benefit processes that do not require a specialist, such as service calculations, disaster relief program, TOP/PTO adjustments
  7. Intake of accident reports, submissions of initial worker’s compensation claim to vendor, and ongoing case management support
  8. Process forms for employees to receive statutory LOA related benefits (for example, CA or RI SDI or NJ Family Leave)
  9. Performs payroll support processes, such as off-cycle requests, processing of some on-call and bonus pay plans
  10. Track and analyze incidents related to worker’s compensation
  11. May assist supervisors and managers in assessing requests for ergonomic reviews and accommodations
  12. May provide guidance or recommendations (in partnership with REHS Manager) and to maintain a safe work environment consistent with company policy and state/federal regulations, or for corrective action to eliminate or minimize potential hazards
  13. Advises managers and supervisors on performance evaluation, feedback and recognition techniques, and establishment of measurements and standards
  14. Advises managers and supervisors on the alignment of employee performance plans with organizational goals, and the overall adequacy and quality of employee performance plans
  15. Assists, counsels and educates managers and supervisors on federal and state employment laws, ensuring legal compliance
  16. Investigates and resolves workplace issues, including claims of harassment, discrimination and employee performance
  17. Facilitates communication between employees, management, and other HR functions as appropriate
  18. Assembles and reviews records, reports and documentation as necessary to conduct thorough investigations and establish the merits of a case, maintaining complete and thorough documentation per established protocols
  19. Maintains current knowledge of policies, guidelines and employment laws across all regions and functions
  20. May assist in researching, compiling documentation and developing responses for litigation or EEOC charges
  21. Prepares reports, analysis and preparation of severance documents for reduction in force activities
  22. Assists manager and supervisors in assessing requests for ADA accommodations not associated with approved leaves of absence
  23. Works collaboratively with Centers of Excellence (CoE), HR Business Partners (HRBP) and/or other HR functional areas to resolve more complex complaints or issues.
  24. Performs other assigned tasks or related work as required and as assigned by the Manager or Director of Employee Relations
  25. Conducts exit and compliance interviews
  26. Compiles data and conducts analysis as required to support Employee Relations CoE activities
  27. Maintains thorough and confidential centralized employee files and disciplinary/investigation files
  28. Maintains privacy and confidentiality of information, protects the assets of the Company, reports non-compliance and adheres to all applicable federal, state and local laws and regulations, and company policies and procedures
  29. Maintain close contact with CoEs, the HRSC team and HR Generalist team to ensure alignment with corporate and regional HR
  30. Drive people processes to ensure that employees’ capabilities meet current and future standards
  31. Develops and promotes feedback mechanisms for employees to influence continuous improvement of HR services and processes
  32. Participates in or leads functional and cross-functional process improvement initiatives and projects to drive the achievement of business results within the HRSC and/or client groups, with a focus on continuous process
  33. Works closely with HR Service Center Manager and CoEs to ensure rollout and consistent application of functional changes impacting the service center, or on issues that relate to or require involvement of the service center team
  34. Works in both a leadership and team capacity to coach and counsel leaders and peers on performance management, employee development and corrective action. Documents all activity per established protocols, and escalates issues of high risk or high complexity to the appropriate Center of Excellence.
  35. Serves as a mentor providing guidance and support to those in the role of HR Generalist.
  36. Serves as a mentor, providing guidance, support and advice to HR Generalists in the service center, sharing expertise and knowledge on more complex issues
  37. May serve as process owner for processes that reside in the Service Center (for example, Reduction in Force, Exit Interviews, Accommodations) to ensure consistency and timely execution
  38. May serve as escalation/approval point for employee relations decisions in absence of manager
  39. Provides callers with excellent, efficient and courteous service

Education Preferred: 
* Bachelor’s Degree or equivalent experience required

Work Experience:

* 3 – 5 years human resources employee relations experience, including familiarity with applicable state and federal regulations.  Other:  * Ability to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action, exercising considerable judgment and discretion  * Ability to effectively and thoroughly investigate and resolve employee issues of moderate complexity  * Ability to prepare comprehensive reports and represent ideas clearly and concisely, both orally and in writing.  * Possess thorough knowledge of human resources philosophies, principles and practices  * Excellent interpersonal, verbal and written communication skills  * Excellent attention to detail, problem solving, organizational and prioritization skills  * Ability to deal with people in a manner which shows sensitivity, tact, and professionalism  * Ability to prioritize, problem solve and apply critical thinking skills  * Ability to effectively interact with a diverse population at all levels within the organization  * Ability to maintain composure in stressful situations  * Familiarity with HR systems, such as HRIS, HR Reporting, Case Management, etc.  * Proficiency with Microsoft Office products (Excel, Word, Powerpoint)  * Ability to type a minimum of 45 words per minute while interacting with customers on the phone  * Ability to read, write and speak the English language, communicating clearly and effectively with callers  * Bilingual (English/Spanish) speaking and writing skills a plus

Competencies 

* Customer Focus  * Decision Quality  * Action-Oriented  * Conflict Management  * Managerial Courage  * Listening  * Problem Solving  * Priority Setting  * Organizing

Interested parties please contact:

Stephen P. J. Gilman, MA-HRD
Professional Recruiter & REACT Coordinator – Business Services
Professional Networking Group
CareerSource Tampa Bay
9215 N. Florida Avenue
Tampa, FL  33612

[email protected]
(O)   813-930-7583
(F)    855-503-2977

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