Job details
Job type full-time
Full job description
Endicott call centers is one of the nation’s premier outsourced call center service providersDrawing a legacy of more than 50 years, today’s endicott delivers high-tech, high quality outsources client servicesHere at endicott we are building an hr team of individuals that work collaboratively with each other as well as our leadership teams to create and maintain a culture that reflects our core values of: c ustomer focused, a cts of kindness, t eamwork, c ontinuous improvement, h ave fun and i n t egrity(catch it!)
As the srHuman resources generalist, you will be involved in the day-to-day hr support for a multi-site and multi-state organizationThe srHuman resources generalist will help reinforce the company culture and values corporate values and be a change agent to provide an employee-oriented; high-performance culture that emphasizes quality and productivity.
Position overview
Reporting into the manager, human resources, srHuman resources generalist is responsible for four key areas: employee relations, compliance, and talent acquisition and management.
Employee relations
Address employee conflicts and complete investigations as required.
Investigate workplace complaints, concerns and lead complex investigations from initial complaint to resolution.
Provide counsel to employee and managers on constructive resolution of employee relations issues
Partner with management to recommend employee discipline or corrective action when needed.
Assess employee engagement and retention, and actively work to identify and analyze trends through stay/exit interviews and other employee surveys.
Manage leave of absence process which includes but are not limited to: fmla, ada, workers compensation, etc.
Compliance
Assists in the development and implementation of personnel policies and procedures; prepares and maintains the employee handbook.
Participate in development and implementation/facilitation of training programs for management teams to include but is not limited to: labor and employment laws, hiring/interviewing, annual compliance training benefits, etc.
Prepare for and conduct audit as needed for i-9’s, client verification requests, and ensure other required documents are completed and properly filed, among other tasks.
Talent acquisition
Process onboarding of new employees including i-9 verifications.
Assist with pre-employment activities as needed while ensuring compliance with federal, state, and local employment laws.
Participate in orientation presentations as needed.
Other responsibilities
Participate and/or lead various hr projects/workstreams for continuous improvement initiatives.
Serve as a back-up to payroll function to ensure accurate and timely payroll processing
Maintain personnel records and process employment changes in the hcm system
Perform other duties as assigned by manager.
Minimum qualifications
7+ years of progressive human resources experience
Bachelor’s degree in human resources or related business degree or equivalent combination of education, experience and training.
Ability to manage employee relation updates as they pertain to industry, federal, state and local laws.
You must currently reside in one of the following states: az, ca, fl, il, me, mn, nc, nv, pa, ny, nj, mi, tx
Must be able to work independently and demonstrate sound judgement, decision-making and problem-solving skills with minimal supervision.
Proven expertise in engagement and retention initiatives.
Excellent communication (written and verbal), and interpersonal skills, are necessary.
Strong and organizational skills and attention to detail.
Desire to work as a team with a results-driven approach.
Proficient in using ms office.
Ability to work from home
Preferred (but not required) qualifications:
Hr/sphr certification
Bilingual in english and spanish.
Experience working in a call center environment.
Experience with the ultipro hcm platform
Reports to: manager, human resources
Benefits: our benefit offerings include but are not limited to: medical, dental, vision, 401(k) and paid time off (pto).
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 applicantHowever, 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 information41 cfr 60-1.35(c)
