Human Resources Generalist - Benefits

• Conducts benefits orientation for new hires, processing new hire paperwork, and qualifying events changes.
• Counsel employees regarding COBRA and retirement.
• Works with insurance carriers to resolve more complex level benefit-related issues.
• Acts as primary auditor and reviewer of data for new hire and benefit changes paperwork to verify accuracy of data entry and completeness of required paperwork.
• Assists with all annual open enrollment activities.
• Provide advisement and customer service to employees, supervisors, managers, and external clients.
• Conduct research on HR policies, procedures, laws, regulations, collective bargaining agreements, total reward trends, and best practices.
• Lead or contribute to special projects to support HR goals, promote best practices, and improve departmental processes.
• Proofread, review, and edit HR documents, reports, correspondence, and internal communications to ensure accuracy, clarity, ADA compliance, and alignment with HR policies and procedures.
• Respond promptly and professionally to HR- benefit related emails, telephone calls, and other communications; research issues, provide information, resolve routine inquiries, and escalate complex matters appropriately.
• Develop, update, and maintain HR tracking systems and databases.
• Support HR initiatives such as training, employee engagement, and wellness programs by coordinating activities.
• Maintain organized electronic and physical personnel filing systems, ensuring documents meet retention requirements and are accessible for audits or internal review.

The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary.

Provides advisement and customer service to all internal/external clients including answering County policy and procedure questions, interpreting/administering union contracts, referrals, and assisting with strategic organizational planning for an assigned agency.

Researches policies, procedures, laws, regulations, collective bargaining agreements, compensation trends, best practices, and interview questions; announces and advertises vacancies; prescreens, rates and interviews applicants, assists with executive recruitments and on boarding, and reviews forms and paperwork.

Provides assistance in employee counseling, disciplines, grievances, and labor contract negotiations; assists supervisors with probation extensions and rejections, performance appraisals, performance improvement plans, sick leave monitoring and Family and Medical Leave Act (FMLA); assists with labor/employee relations pre-discipline/discipline meetings.

Performs reclassification and salary adjustment reviews, participates in salary surveys, reviews new hire and other employment action paperwork; provides advisement of county policies and procedures and collective bargaining agreements to employees and supervisors.

Advises and guides County employees/clients on employee/labor relations and other human resources related matters to ensure County policies/procedures are followed, to minimize liability, and to assist clients in taking the most appropriate/effective course of action possible; provides labor relations related training.

Works on special projects to ensure best practices and to accomplish Human Resources Goals, as assigned.

Performs related work as assigned.

• Business Insight:
  Applies knowledge of business and the marketplace to advance the organization's goals. Clearly understands how own activities relate to critical business drivers. Monitors business news and market changes for impact on the business or on own expertise area; uses this to shape decisions.
• Tech Savvy:
  Anticipates and adopts innovations in business-building digital and technology applications. Investigates technologies to learn some cutting-edge best practices. Uses digital/social media to benefit the team and add value to the work being done; understands how to avoid misuse of these tools.
• Manages Complexity:
  Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Looks at complex issues from multiple angles; explores issues to uncover underlying issues and root causes; sees the main consequences and implications of different options.
• Decision Quality:
  Makes good and timely decisions that keep the organization moving forward. Knows when to act independently and when to escalate issues. Integrates various inputs, decision criteria, and trade-offs to make effective decisions. Typically makes good independent decisions.
• Plans and Aligns:
  Plans and prioritizes work to meet commitments aligned with organizational goals. Outlines clear plans that put actions in a logical sequence; conveys some time frames. Aligns own work with relevant workgroups. Takes some steps to reduce bottlenecks and speed up the work.
• Ensures Accountability:
  Holds self and others accountable to meet commitments. Accepts responsibility for own work, both successes and failures. Handles fair share and does not make excuses for problems. Usually meets commitments to others.
• Communicates Effectively:
  Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. Listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing.

Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.

Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations.

Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.

None.