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Human Resources Generalist II
|Location:||San Mateo, CA|
|Secondary Location(s):||San Mateo, CA|
|# of Openings:||1|
Human Resources Generalist II
With limited supervision and significant latitude for independent judgment and discretion, this position provides support in a variety of areas in human resources, including recruitment & employment, employee relations, HRIS, compensation, performance management, benefits, training, AA/EEO, compliance, and special projects. Assists in the development and implementation of HR policies and procedures. Prepares reports in conformance with legal requirements or organizational needs.
REPORTING STRUCTURE & WORK SETTING
This position typically performs work in a corporate or field location and reports to a Human Resources Director or Manager. This position also works collaboratively with HR team members to maintain synergy within the team and promote a consistent approach to Human Resources practices throughout the organization.
Location: Required: San Mateo, CA.
ESSENTIAL DUTIES & PRIMARY ACCOUNTABILITIES
NOTE: The essential duties and primary accountabilities below are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Incumbents may perform all or most of the primary accountabilities listed below. Specific tasks, responsibilities or competencies may be documented in the incumbent’s performance objectives as outlined by the incumbent’s immediate supervisor or manager.
1. Partners with HR colleagues and WageWorks’ leaders to ensure consistency in the application of company policies, procedures and practices. Ensures that the company complies with applicable employment laws.
2. With a proactive approach and acting as a company advocate for best practices, provides support, counsel and direction to managers on moderate to complex employee relations issues as well as policy/procedure clarification. Investigates and responds to employee issues to ensure a resolution. Prepares documentation and reports on investigative activities.
3. Escalates certain complex employee relations issues, investigations or issues to a Sr. HR Generalist or leader within the HR organization.
4. Takes ownership of employee or departmental issues, and collaborating with internal business partners, researches to determine root cause analysis and communicates feedback to stakeholders. Offers recommendations for improvement or issue resolution.
5. May coordinate the completion and timely processing of employee paperwork for new hires, including initiating payroll paperwork and obtaining managerial approval for authorization. In addition, processes employee change action requests (ECARS), and termination paperwork utilizing standard Company forms and Human Resources information systems.
6. Participates in the design and implementation of programs that build employee engagement and retention.
7. Participates in the design, implementation and administration of compensation programs, policies and procedures that will attract, retain and reward high performing employees.
8. Conducts research, analyzes data and prepares reports as needed to support human resources initiatives and federal, state or local legally mandated reporting requirements.
9. Maintains employee records in a manner that is compliant with regulatory bodies as well as consistent with organizational standards. This includes maintaining employee personnel files and/or I-9 files. At times, incumbents may work with the Benefits Manager to process benefits related or leave related paperwork.
10. Conducts special projects as requested or apparent. Projects may be of a moderately complex nature and entail some knowledge and understanding of a particular area within the Human Resources arena.
11. Maintains an awareness and currency of Human Resources principles, practices and the related regulatory environment. This may involve attending training sessions or meetings in which information is imparted and discussed. This may also entail participation with and maintenance of memberships with professional work groups and attending trainings, seminars, and other business-related conferences.
MARGINAL DUTIES & ADDITIONAL FUNCTIONS
1. Assists with the organization and coordination of employee activities to support a sense of community and foster employee morale.
2. May facilitate New Hire Orientations, communicating company information to new hires such as work hours, organizational structure, compensation, benefits, and policies and procedures.
3. Supports the recruiting function by performing duties that include, but are not limited to, posting open positions, screening candidates, scheduling interviews, processing background checks, and preparing offer packages.
4. May conduct various special studies and prepare various personnel reports as needed or requested.
5. Performs other duties as assigned or apparent.
NOTE: WageWorks leadership will strive to uphold the mission, vision, and values of the organization. They will serve as role models for staff and act in a people-centered and results oriented manner with a focus on customer service.
No formal direct supervisory responsibility entailed in this position. May serve as a resource for human resources representatives.
Matrixed supervisory responsibility includes the direction and follow-through for adherence to Human Resources initiatives, policies and courses of action with employee relations issues.
ADDITIONAL PERFORMANCE REQUIREMENTS
WageWorks believes that our success is achieved by its People. Values describe how we work together to achieve our success. It is our employees that drive results through living our Company Values. Every employee at WageWorks is expected to uphold and demonstrate the eight Company Values listed below as an additional component of the job description and as a standard of individual performance.
Clients and Participants Come First: Exceeding client and participant expectations is our highest priority
Integrity: We are open, honest, ethical and conscientious
Passion: A will to win and a relentless drive for excellence
Accountability: Deliver on commitments and take ownership for solving problems and creating solutions
Leadership and Influence: Our actions inspire vision and clarity of purpose
Continuous Improvement and Innovation: We embrace change and drive new ideas into business solutions
Dignity and Respect: We value the diversity of our people, encourage their development and reward their performance
Creating Value for Shareholders: Deliver consistent growth and premium returns
ESSENTIAL KNOWLEDGE, SKILLS & ABILITIES
Knowledge of employment law and Human Resources Management, as normally obtained through the completion of a Bachelor’s Degree and extensive formal human resources related training, is required to perform the essential functions as previously listed. Prefer a Bachelor’s or Master’s Degree in human resources management, organizational development or related field. A certification in human resources administration is desirable although not required.
WORK EXPERIENCE OR RELATED EXPERIENCE:
The ability to perform moderately complex HR activities as described above, as normally obtained through 4 - 5 years of experience in a Human Resources related role. A master’s degree in human resources, organizational development or related field may replace 2 years of the work experience requirement.
Requires a professional, advanced level of knowledge of human resources practices, company policies and procedures as well as the ability to plan and manage the Company’s internal employee programs as described.
SPECIALIZED KNOWLEDGE, SKILLS & ABILITIES:
Excellent communication, listening and interpersonal skill are key. The ability to build trust, maximize relationships, and interact with all levels, from hourly employees to senior management, are essential.
Requires strong data gathering and analysis skills, utilizing reports, spreadsheets, web-based applications, and other software tools.
Demonstrated ability to analyze situations, make an accurate assessment, and resolve simple to complex issues is essential. The ability to recognize opportunities and assess risks before they become trends is necessary.
Very strong planning, prioritization, organizational and time management skills, orientation to detail and a high commitment to customer satisfaction are required. The ability to multi-task and handle competing priorities with deadlines are required.
The ability to provide information/direction, effectively express ideas, advice and solutions both verbally and in writing is required.
Advanced knowledge of HR/personnel practices and principles is required, as is knowledge of applicable labor, pay, benefits, and health and safety laws.
The ability to handle and maintain a high level of confidentiality and common sense regarding sensitive employee information is essential.
Experience in a start-up environment is highly desired, but not required. In addition, the ability to work independently and seek out answers and resources is required.
Incumbents must be proficient with a personal computer and have a general knowledge and understanding of Microsoft Office Suite (Word, PowerPoint, Excel and Outlook). A basic knowledge and demonstrated experience with Human Resources Information Systems, employee record keeping and employee data reporting is also required. Experience and familiarity with ADP, Peoplesoft, Oracle, and Ultimate software packages are preferred.
TRAVEL REQUIREMENTS & CONDITIONS
Occasional travel to attend training or meetings may be required.
WORK ENVIRONMENT CONDITIONS & DEMANDS
Work is generally performed in an office environment in which there is only minimal exposure to unpleasant and/or hazardous working conditions.
PHYSICAL REQUIREMENTS & DEMANDS
This position entails a high level of work performed at a computer terminal throughout the day as well as the regular use of a telephone or headset equipment. On a regular basis, incumbent frequently performs repetitive motions at a computer terminal and is subject to prolonged sitting. Occasionally, eye hand coordination is required to operate office equipment. Frequently, incumbents must have the ability to lift, carry and/or move objects weighing up to 10 lbs. Seldom are incumbents required to lift, carry and/or move objects weighing over 25 lbs. At times, this position may experience moderate levels of stress when working on projects or payroll cycles in which deadlines are critical.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described.
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