HR Generalist

Job Summary

The HR Generalist will be instrumental in providing organization wide HR support.  This role handles a broad range of both complex and basic administrative tasks including employee changes, offboarding, and records management.

Essential Functions and Responsibilities include the following:           

• Respond to employee and manager inquiries via phone or email related to HR policies, procedures, and systems.            
• Maintains employee electronic records and files.         
• Responds to all Unemployment Claims, coordinates Unemployment Hearings with HR Business Partners and applicable managers. 
• Provides administrative support to the Senior Director, HR Business Partner.
• In partnership with in-house counsel, compile documentation related to legal complaints.  
• Supports the HR Business Partner Team in the implementation of company initiatives such as performance management, reporting, coaching, counseling, disciplinary actions, etc.        
• Establish and maintain consistency in the day-to-day Human Resources standard practices and procedures, looking for ways to increase efficiencies.         
• Maintain working knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.  Partner with legal department as needed.   
• Other Duties as assigned  

Additional Job Requirements

Regular scheduled attendance              

Indicate the percentage of time spent traveling – 5%  

Subject to applicable laws and Air Method’s policies, regular attendance is an essential function of the position.  All employees must follow Air Methods’ employment practices and policies.

Supervisory Responsibilities

This position has no supervisory responsibilities.      

Qualifications

To perform this job successfully, an individual must be able to perform each essential function satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required.  In accordance with applicable laws, Air Methods will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.

Education & Experience

• Bachelor’s degree (BS/BA) from a four-year college or university and two to four years of Human Resources or related experience and/or training; or equivalent combination of education and experience
• Minimum two years of successfully leading employee relation investigations
• Proven experience handling complex workplace complaints and conflict resolution; experience providing guidance on performance management, company policies, and procedures.

Skills

• Knowledge of principles and practices of human resources
• Excellent organizational skills, detail oriented, ability to prioritize and multi-task and meet deadlines
• Excellent written and verbal communication skills
• Strong interpersonal skills and a high degree of collaboration, with the ability to interact with employees at all levels.
• Ability to handle difficult situations and to diplomatically coach management and employees on effective practices
• Ability to effectively manage through ambiguity and fast paced, changing, business priorities
• Ability to develop strong trusting relationships in order to gain support and achieve results.
• Ability to be self-directed and motivated while managing through multiple conflicting priorities.
• Take initiative to identify and anticipate business needs and make recommendations for implementation.
• Strong conflict management skills.

Computer Skills

• Proficient with Microsoft Office Suite, including Word, Excel, PowerPoint and Outlook
• UKG software experience preferred

Certificates, Licenses, Registrations

Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification preferred.

For more information on our industry-leading benefits, please visit our benefits page here. 

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)