SUMMARY:

The Human Resources (HR) Generalist guides the human resource function. Promotes and
implements human resource values by setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices. Directs staff in the areas of organizational structure, employment, compensation, employee database maintenance, payroll, benefits administration, employee relations, orientation/training/development, and policy/procedure development.

Serves as a member of the agency's leadership team, providing leadership and oversight to the agency, as needed. Serves as a strategic partner with members of the executive team and agency departments, taking a consultative approach to agency leadership.

ESSENTIAL DUTIESRESPONSIBILITIES:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

It is the responsibility of each employee to be a consistent witness for Jesus Christ and to adhere to the Statement of Faith/Standard of Moral Conduct. Further, each employee is responsible for dealing with others with a Christ-like attitude while helping them experience their worth in Christ and demonstrating behaviors reflecting relentless commitment, selflessness, and kindness.

Human Resources Duties:

• Develops agency strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to agency strategic thinking and direction; establishing human resources objectives in line with Safe Harbor's mission, visionvalues.
• Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management. Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. Monitors agency compliance in federal, state, and local employment laws and regulations.
• Administers and performs tasks related to human resource programs including, but not limited to, compensation, benefits/leaves of absence (including, but not limited to FMLA, and all things relating to ADAAA compliance); employee relations, disciplinary issues; disputes and investigations; performance and talent management; productivity, retention, and morale; occupational health and safety and worker's compensation; and training and development.
• Sources potential applicants through online channels: job boards, recruitment sites, LinkedIn, social media, and professional networks, as well as print media, as needed.
• Actively works toward building a diverse and qualified team to support Safe Harbor.
• Represents agency at recruiting events, job fairs, and other regional hiring/recruiting events, as needed. May be asked to give presentations at colleges, universities, student group meetings, etc.
• Creates and maintains personnel files, both paper and electronic. Accurately maintains and updates personnel information in HR Information System (HRIS), communicating changes to payroll and other departments as needed.
• Leads and provides support for agency Employee Engagement initiatives.
• Guides agency leadership and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values, providing advice.
• Performs recruitment and hiring services. Maintains Applicant Tracking System (ATS), providing training to hiring managers, as needed.
• Evaluates candidates via phone interview, video, email communications, etc.
• Maintains job postings and updates/maintains agency accounts on all sites.
• Creates/sends offer letters with guidance from CEO, as needed, and hiring managers; facilitates negotiations with candidates, as necessary.
• Oversees background checks and pre-employment screenings, documenting all necessary items in the pre-employment process.
• Coordinates and facilitates New Hire Orientation and provides all necessary relevant items for their training; leads the I-9 process, gathers withholding and other payroll information, explains benefits information and obtains signatures on paperwork, as needed.
• Maintains highest level of confidentiality regarding all aspects of employee and payroll information.
• Tracks and manages Worker's Compensation claims. Directly manages OSHA compliance as it relates to Human Resources and Worker's Compensation, including but not limited to: OSHA 300 log, OSHA 300A, etc. Works with WC third party providers (Sedgwick, physicians, attorneys, etc.) to maintain a smooth process through the WC system for injured workers. Creatively maintains light duty assignments for injured workers and assists with supervision, as needed.
• Helps prepare agency for DCY, COA, and other recertification/audits, tracking training hours by employee anniversary date to ensure that all DCY regulations are followedcommunicate training deadlines with employees and/or employee supervisors; ensure that training files remain current.
• Performs/facilitates internal investigations, as needed.
• Handles employment-related inquiries from applicants, employees, and supervisors.
• Facilitates and/or attends employee disciplinary meetings, terminations, and investigations.
• Provides consultative services to managers as needed to create development plans for employees.
• Responds to agency unemployment claims.
• Assesses and supplies information on employee engagement metrics, as needed or requested.
• Responds timely to all communications and requests from teammates, leadership, hiring managers, and candidates.
• Maintains HR Certification/Credential. Participates in professional development and networking conferences and events.
• Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organization .

Payroll Duties

• Compiles payroll data and enters data or computes and posts wages, reconciles errors and maintains payroll records using the computer. Reviews all details of wage computation to ensure accuracy of payroll. Records changes affecting net wages, i.e., exemptions, payroll deductions, pay adjustments, etc. to update master payroll file.
• Records data concerning transfer of employees between departments with particular attention to details regarding labor distribution.
• Allocates expenses to be debited and credited to each department for cost accounting records.
• Prepares periodic reports of earnings, taxes and deductions.
• Prepares and submits Bureau of Workers CompensationBureau of Labor Statistics reports.
• Keeps record of leave time, such as vacation, sick and personal time for all eligible employees.
• Performs duties in such a way as to remain focused while carrying out job duties and pays special attention to all details and aspects of the work.
• Ensures payroll liabilities are paid in a timely manner and reconciles payroll liability accounts.

SUPERVISORY RESPONSIBILITIES:

Responsible for managing the Human Resources function, as well as the Culture Manager. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problem.

Ensures that Safe Harbor's vision and direction are communicated on a level that allows every employee to understand their ownership in the success of Safe Harbor and that they are a valued member of the organization.

REQUIRED SKILLSABILITIES:

• Excellent verbal, written, telephonic, and public speaking skills required. Ability to effectively present information and respond to questions from employees and managers.
• Excellent interpersonal skills, including conflict resolution, required. Must be able to communicate well with colleagues, verbally and in writing.
• Excellent organizational skills and attention to detail. Ability to apply common sense.
• Strong leadership and supervisory skills required.
• Ability to multitask and prioritize assignments.
• Strong working knowledge of employment-related laws and regulations.
• Ability to write reports, create materials, and procedure manuals.
• Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations.
• Competency with a personal computer, and familiarity with Outlook, Teams, Word, and Excel. Ability to use and/or learn HRIS and/or Applicant Tracking system.

EDUCATION, EXPERIENCE, CERTIFICATIONS/LICENSES:

• Bachelor's degree required. Degree from four-year college or university in Human Resources, Business, or related field preferred. Two to four years of HR experience and/or training, with HR leadership experience preferred, or equivalent combination of education and experience.
• Human Resources certification (SHRM or HRCI) strongly preferred

PHYSICAL REQUIREMENTS:

• Ability to talk and hear, required. Ability to sit for up to 60 minutes at a time.
• Specific vision abilities required include close vision, distance vision, depth perception, and the ability to adjust focus to use computer.
• Occasionally able to lift/move up to 35 pounds.
• Must be able to drive a vehicle legally and safely in the state of Ohio or have reliable transportation to travel to attend meetings, dinners/banquets, etc.

CONTINUOUS QUALITY IMPROVEMENT (CQI):

All Safe Harbor staff are expected to focus on Quality improvement as a part of their job responsibilities, in an effort to make Safe Harbor a safe and healing environment for clients and staff. This expectation includes, but is not limited to teamwork, improving service delivery, fulfilling department goals, and other job-specific tasks that encourage excellence.

Safe Harbor Leaders have the added expectation of creating and fostering an environment in which Quality Improvement is both encouraged and expected, and to accordingly hold staff accountable.