HR Generalist

POSITION PURPOSE

• Assumes responsibility for the effective performance of the HR Generalist
• function.

• Recommends and manages policies based on objective data
• Effectively owns and administers REV’s benefits and leave administration,

including vendors, plan processes, complex cases, compliance, accommodations,

and program requirements

• Provides recommendations that ensure appropriate service delivery and

effective cost management

• Maintains employment policies and coordinates development, revision,

interpretation, communication, and employee acknowledgement

• Ensures accurate, updated personnel information is recorded within the HRIS

• solution and provided appropriately to the Strategic Management Team,
• departmental leadership, as well as to internal and external auditors and

examiners

• Supports effective recruitment strategies and programs
• Reports employee relations issues to the Director of Organizational

• Development and works collaboratively to resolve issues. Tracks employee
• relations issues and recommends proactive solutions to ensure a first-class

employee experience

• Executes on Employment Administration functions, including but not limited to

• recordkeeping, the employment lifecycle, and annual benefits renewals in
• accordance with established credit union policies and applicable legal

requirements

• Recommends updates to HR policies. Provides advice and interpretation

regarding HR policies as they relate to employees and credit union objectives

• Supports the Workforce Administration Manager in tracking and administering

required employee licenses, registrations, certifications, renewals, and

continuing education requirements

Assists in the planning, development, and implementation of effective Employment

Administration strategies and policies

• Assists the Director of Organizational Development in developing short- and

long-term objectives, goals, and strategies

• Executes Organizational Development strategies and policies consistently with

the credit union’s strategic goals

• Administers operations plans, policies, and goals that further strategic

objectives

• Maintains knowledge of industry trends and employment legislation, and

updates policies to ensure compliance.

• Assumes responsibility for establishing and maintaining effective communication,
• coordination, and professional working relations with employees and vendors:

• Supports the Workforce Administration Manager to ensure employee payroll,

benefits, and personnel actions are promptly carried out

• Ensures management is appropriately informed of areas of personnel

improvement

• Completes reporting requirements accurately and timely.
• Ensures questions and concerns are promptly and courteously resolved
• Teaches self-service options to employees.

Assumes responsibilities for related duties as required or assigned.

SKILLS & QUALIFICATIONS

• Education/Certification & Experience:
• Bachelor’s Degree in an applicable field from a certified university or

college

• HR designation highly preferred (PHR, SPHR, SHRM-CP, SHRM-SCP)
• Five years of related, progressive experience
• Experience working within a financial institution desired, but not required

Skills/Abilities

• Excellent attention to detail and accuracy
• Excellent analytical, reasoning, and problem-solving skills
• Strong public speaking and presentation skills
• Thorough knowledge of state and federal regulations affecting the HR function
• Ability to be highly effective in communicating both verbally and in writing
• Microsoft Office Suite proficiency
• Strong problem-solving and creative thinking skills
• Proven ability to write reports, manuals, procedures, and policies
• Proven ability to collaborate with a variety of employees
• Proven ability to lead direct reports
• Proven ability to exercise sound judgment based on accurate and timely

analysis

• Proficiency with HRIS systems

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)