Sr HR Generalist at TREND enterprises, Inc. - Salary $70,000 to $80,000

Join our award-winning company and make learning fun for kids!  TREND enterprises Inc. designs and manufactures creative learning products for use in classrooms, homes, and childcare centers throughout the world.  Since 1968 we?ve led the industry with innovative, educationally effective games, books stickers, posters, flash cards, and more.  We distribute over 2,500 products through a variety of channels.  At our company you?ll find a dedication to creativity, quality, and teamwork as well as the great spirit of pride that comes from knowing TREND products help children learn and succeed.  Learn more about our products at www.trendenterprises.com. 

 

PURPOSE

The Senior Human Resources Generalist will have responsibilities as the primary contact and facilitator for HR support and consulting for the Marketing, Sales, and Finance groups. This individual will work closely with the HR Generalist who is managing all Operations and Distribution functions within TREND.  The Senior Generalist provides leadership in the HR discipline, with primary accountabilities for many of the key functions such as Benefits, Open Enrollment, Employee Relations, Worker?s Compensation, etc..  Works effectively in a team setting, supporting team members and mentoring them in their development.  The Senior HR Generalist reports directly to the Vice President of Human Resources and is an active partner in developing the HR Strategic Plan for the organization.

 

KEY RESPONSIBILITES

 

-Functions as the primary HR contact and consultant for TREND benefit programs.  Act as resource for designated business groups to answer questions and facilitate changes.  Escalate issues as needed to benefit providers and/or benefit broker.  Participate as team member in annual RFP review.  Make recommendations on benefit plan changes.  Coordinate annual Open Enrollment process, including other HR team members as needed to meet objectives.  Limited to, team building, specific training, or training resource selection, workforce planning, department structure, succession planning. 

-Work with TREND managers and supervisors to upgrade performance management productivity and maximization of workforce.

-Emphasis on leading the Recruitment Function for TREND.

-Recruits, interviews and make recommendations to the hiring manager for selection of internal and external candidates for hire.  Manage the employment process and ensure that a comprehensive and effective approach is being used to draw high quality talent.  Assist leaders in reviewing/updating position descriptions and to then manage the recruiting process to fill positions.

-Functions as the employee relations contact for TREND managers and employees of assigned business units.  This entails answering questions, interpreting HR policies, procedures and guidelines, coaching managers regarding performance problems and disciplinary issues. ?

-Employee relations also include meeting with employees to understand their concerns and to recommend outcomes.  Identifies patterns of issues, develops and action plan to resolve issues.  --Serves as a mentor to the HR Generalist in resolving employee relations issues as needed. -----

-Strong emphasis on union avoidance in production and distribution environment.

-Functions as the primary leader for designated HR functional areas including but not limited to: developing and recommending of strategies and action plans based on issues and data.  Identifying key processes integral to that function and ensure all aspects of process are in place, including redesign of processes and methodologies.  Creates audit processes for Benefits to ensure employee selections are verified at the onset of each year.

-Directly involved in the design and administration of overall compensation system.  Review and maintain current job descriptions, gather and analyze market data, and propose grades.  ?

-Recommend salary range changes as needed to Vice President of HR.  Assist in the education of employees and managers about the compensation system.  Make recommendations to the manager and submit new hire salaries for job families, titles, promotional increases, etc., to the Vice President of HR for approval.  Conduct special analysis for designated groups and participate in special projects such as sales compensation design.  Review and landscape all performance evaluations for assigned business unit and make recommendations to Vice President of HR.

-Manage the employee relations segment of Workers? Compensation and disability cases for designated business group.  Ensure that proper documentation is received, coach the manager about job status situations (and reasonable accommodation).  Answers key benefits questions and redirect others.  Function as liaison between the TREND Workers Compensation carrier, the QRC if applicable, the employee, and the manager. 

-As HR team member, involved in employee survey planning, design and implementation.  Review results in client group. Works with leaders to develop and implement appropriate action items.

-May be responsible for planning and implementation of employee events including: Employee Recognition BBQ, Service Awards, Retirements, Employee Summer Picnic, and Attendance Awards. All HR team members assist.

-Participate as a member of the 401(k)/Profit Sharing Investment Committee.  Lead execution of any plan changes and employee communications as needed.  Organize and execute employee awareness training.

-Perform and lead HR team in a variety of projects such as re-defining and developing the Employee Handbook, Standard Operating Procedure's for all functions within HR etc.  Assist in the development and on-going update of TREND Human Resources policies.

-Daily function to interpret policies to managers and employees.  Teach, coach, develop managers in effective performance management and employee relations.  Keep current with changing legislation, which may impact employee practices.

-Keeps abreast of current state and federal legislation and progressive HR-related business programs and processes.  Identifies and recommends best practices for adoption. 

-Work with LT and managers within TREND to identify significant learning opportunities for 1) managers and 2) employees.  Interview outside firms, finalize training requirements and implement training initiatives.

 

 

QUALIFICATIONS

 

-Bachelor of Arts or Bachelor of Science degree required.  MBA or Masters in related subject helpful.  SPHR certification preferred.

-Minimum five to eight years experience in an exempt level generalist position in a progressive Human Resources department.  Experience in coaching or giving work direction to other employees is required.

-Strong experience in exempt and non-exempt recruiting.  Expertise is critical

-Must have a priority of being in a team setting where HR functions as a team.  Must support all team members.

-In-depth knowledge of Human Resources issues, trends, and practices.  Must have experience in Recruiting and Selection at exempt level and non-exempt level and enjoy recruiting.  Also requires in depth knowledge in 2 to 3 HR functional areas, such as Compensation, Employee Relations, Benefits, 401(k) Profit Sharing, Sales Incentives, or HR Development and Training.  Must be an expert at Workers Compensation and FMLA. 

-Superior human relations consultative and communication (both written and oral) skills required.  ---Demonstrated competencies in facilitation, problem solving, conflict resolution, and collaboration as well as demonstrated ability to utilize tact, professionalism, and empathy in interactions.  Past experience in exercising judgment, discretion and diplomacy required.

-Effective presentation skills needed.  Effective negotiation and influencing skills required to provide leadership to managers and employees in HR issues, policies and practices.

-Strong decision making skills required.  High degree of confidentiality is essential.

-Accuracy and a good amount of detail orientation; analytical skills needed.

Ability to identify issues, develop strategy and tactical plans for HR initiatives, including those of more complexity.

-Strong project management skills and the ability to utilize them effectively for individual and group projects required.

-Ability to work well in a fast-paced, high-pressure environment and to perform work on time, within budget and by the designated deadlines.

-Personal qualities of maturity, flexibility, adaptability, and a self-starter.