Recruiter | Organizational Development Generalist

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Job description

Qualifications and Education Requirements

Required
• Minimum of 4 years experience in a Human Resources environment and familiarity with state and federal regulations such as COBRA, FMLA, etc. required.
• Minimum of 2 years handling HR functionality.
• Minimum 2 years of employee relations experience.
• Must possess proficient knowledge in MS Office.
• Must possess good interpersonal and communication skills.

Roles and Responsibilities

Recruiting
• Review job descriptions
• Write postings for on-line forums
• Manage both internal intranet job postings and external job board postings
• Monitor incoming applications
• Conduct interviews
• Maintain the Applicant Tracking spreadsheet to ensure compliance with the Company's Affirmative Action policy
• Coordinate offers of employment; administer applicable
Employment Offers
• Coordinates offers of employment (along with any corresponding paperwork related to the hiring process)
• Administers applicable testing and background screens, performs new hire orientations, follows-up with departments such as IT to ensure a successful "on boarding."
• Maintains accurate data in HRIS system (e.g. new hires, transfers, promotions, title changes, rate changes, etc).
• Provides communication to candidates not selected for the position.
• Provides support and training with the Onboarding and Recruiting process. Including but not limited to training on interviewing.
• Conducts exit interviews for employee

Employee Development
• Learns or develops training content in order to facilitate classes, assembles (or orders) class materials, and administrates all aspects of scheduling, record keeping, and reporting related to training.

External Training
• Arranges for & coordinates external training as necessary, including processing and coding related payments.
• Employee Relations
• Assists employees with policy information and interpretation of Company policies and procedures.
• Facilitates interventions when necessary to promote a positive experience for all employees.

Confidentiality
• Responsible for the maintenance of confidential employment files.

Key Performance Indicators
• Develops and maintains a monthly maintenance of the OD Scorecard, and achievement of KPIs.

Systems
• Serves as primary administrator for SharePoint site.

Employee Recognition
• Helps to develop and supports Employee Recognition Program by processing awards, posting nominations &/or achievements of employees on the intranet, takes and posts pictures of recognition events.
• Act as the ambassador to the State Office for the Organizational Development team, visiting centers to providing resources, training, and tools to the organization. As well as developing and maintaining relationships with all staff members.
• Backs up others in the department as needed.
• Performs other duties as assigned.

Additional Qualifications and Requirements
Other
• Ensures the integration of the Six Developmental Domains and Gender Responsive programming in daily practices
• Must adhere to the Pace Center for Girls Values and Guiding Principles and upholds the ethical standards of the Agency
• Follows mission, values and principles, policies and procedures of the Pace Center for Girls
• Availability to work evenings and weekends as required to fulfill workload requirements
• Must be able to travel by automobile, plane, train, etc.; occasional overnight travel may be required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor 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 employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)