People & Culture Generalist

JOB SUMMARY: The People & Culture Generalist has responsibility in all areas of Human Resources, including talent development, employee relations, benefits, organizational development, talent acquisition, organizational culture, and the overall support of FFP’s company values. This position is also responsible for implementing special projects (as assigned) that will benefit FFP, supporting an employee-focused, high-performing culture, and partnering with management across the organization. The People & Culture Generalist will champion and implement people initiatives and best practices to ensure compliance with federal and state legal requirements. The People & Culture Generalist is a member of the FFP People & Culture Team and reports to the People & Culture Director of Field Operations.

SKILLS, TRAITS, & COMPETENCIES:

• Independent judgment and strong knowledge of company priorities and administrative operations
• Proven ability to function effectively in a fast-paced, high volume, and deadline-driven work environment
• Ability to work as a collaborative teammate
• Organized and detailed, with the ability to prioritize competing priorities
• Excellent verbal and written communication skills
• Proven track record of managing complex projects with senior-level stakeholders
• Advanced proficiency with Microsoft Office Suite especially PowerPoint and Excel
• Proven ability to balance resourcefulness and discretion
• Constantly demonstrates excellent judgment and ability to protect confidential and proprietary information
• Discretion combined with poise and professionalism in all communications
• Proactive, solution oriented, and always looking for ways to add value and assist the team

KEY DUTIES AND RESPONSIBILITIES:

Administrative –

• Assist with the worker’s compensation process including the completion of incident reports and employee inquiries
• Support unemployment compensation claims as needed
• Respond to inquiries regarding policies, procedures, and programs
• Communicate effectively to managers, and payroll regarding employee hires/terms/LOA/FMLA
• Assist in the administration of corporate people & culture programs to ensure effectiveness and compliance within the organization
• Develop reports, analyses, and presentations as required

Talent Acquisition –

• Collaborates with departmental managers to understand skills and competencies required for openings; helps create workforce plan to proactively identify hiring needs
• Partners with Talent Acquisition team to share information, determine progress, and identify next steps for exempt positions
• Identify workforce and hiring plans necessary to drive talent acquisition production staff to develop a strategy for recruiting talent
• Manage production talent acquisition needs at the local facility. Source, screen, interview, and make hiring recommendations in collaboration with Hiring Manager

Onboarding & Orientation –

• Responsible for all aspects of new employee orientation at facility, including:
• Creating a positive first impression and a welcoming environment from first contact to first day and beyond
• Providing information needed for a great start (benefits, company guidelines and policies, etc.)
• Fostering enthusiasm and excitement regarding the position with the company
• Solicit feedback from new employees regarding onboarding practices and implement new processes based on the feedback
• Keep current with on-boarding best practices; develop and implement recommendations for ongoing improvement

Compensation & Benefits –

• Work with the Director of Director of People & Culture Operations & Payroll & Benefits Manager to ensure benefit information is communicated and any benefit issues are being resolved
• Assist with benefits administration, including year-end, open enrollments, and new benefit introductions
• Support the leave of absence program with third-party administrator, including short- and long-term disability and Family Medical Leave Act, providing feedback when issues arise along with solutions
• Collaborate with Payroll Department with bi-weekly payroll account transactions (e.g. salaries, benefits, garnishments, deductions, taxes and third-party payments)

Compliance –

• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance
• Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance
• Comply with any/all company safety and health rules and policies and promote safe work practices. Report any safety concerns to the supervisor/manager
• Ensure compliance with departmental guidelines and company standards

Employee Relations –

• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff
• Attends and participates in employee disciplinary meetings, terminations, and investigations.

HR Consulting –

• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
• Develop and maintain strong collaborative relationships with internal and external business partners
• Establish relationships with employees that inspire trust, confidence, and respect
• Interpret and communicate clearly human resource policies, procedures, laws, standards, and regulations
• Act as a role model, promote collaboration, and champion company values

Talent Development –

• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, aptitude exams, and certifications
• Partners with management & leadership to understand training & development needs; discusses opportunities with People & Culture Team to determine FFP needs
• Supports and/or delivers training on people topics such as interviewing, hiring, performance management, compensation, and promotions

Requirements

MINIMUM REQUIREMENTS:

• Bachelor’s degree in Human Resources, Business Administration, or related field
• At least three years of progressive human resource management / generalist experience
• Basic knowledge of employee policies and procedures, employee benefit programs, and related legal compliance areas, including an understanding of labor issues and laws
• Ability to maintain confidential information
• Excellent communication skills, both written & verbal, with the ability to represent the organization externally
• Computer knowledge must include Word, Excel, PowerPoint, and Outlook
• Experience with HRIS.

Benefits

• Medical, Dental, Vision, and Prescription Drug Insurance effective on the first of the month following start date
• Health and Wellness Incentives
• 10 Days of PTO
• 10 Paid Company Holidays
• 5 Personal Days
• 401(k)
• Health Savings Account (H.S.A.)
• Long-Term and Short-Term Disability
• Life Insurance
• Accidental Death & Dismemberment (AD&D)
• Employee Assistance Program (EAP)