HR Generalist

Main Duties:

• Performing all aspects of recruitment and staffing for the center:
  • Establishes recruiting requirements by studying center plans and objectives; meeting with manager to discuss needs.
  • Builds applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport.
  • Determines applicant requirements by studying job description and job qualifications.
  • Attracts applicants by placing job advertisements; contacting recruiters, using newsgroups and job sites.
  • Determines applicant qualifications by interviewing applicants; analyzing responses; verifying references; comparing qualifications to job requirements.
  • Evaluates applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualification.
  • Improves organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; emphasizing benefits and perk

• Training and development for staff
  
  
  • Develop, implement, and monitor training programs within the center.
  • Supervise technical training for staff.
  • Conduct orientation sessions and induction plan for new staff.
  • Create and assist in training materials for the staff.
  • Prepare and implement training budget.
  • Evaluate needs of company and plan training programs accordingly.
  • Help the center in providing with classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
  • Conduct continuing education training according to needs of the staff
  • Provide leadership development education.
  • Plan the implementation and facilitation of activities and events, budget spending, material production and distribution, and other resources to ensure that operations are managed within authorized budgets.
  • Assist with the development of strategic plans with the CEO

• Performance management:
  
  
  • Builds, directs, manages, and ensures implementation and effective Performance Management and evaluation System.
  • Implements a performance management and improvement process that leads to a positive and measurable impact on the center.
  • Coordinates performance management and quality improvement capacity building for all levels of management and employees. Trains and certifies in-house performance and quality improvement trainers for various performance and quality improvement training programs.
  • Increases the performance management and quality improvement capacity of the center in order to ensure that the goals are effectively and efficiently met.
  • Establishes a continuous performance and quality improvement effort and monitoring and reporting system.
  • Helps the seniors and managers in achieving best performance.

• Compensation and benefits:
  
  
  • Design, implement, and manage salary classification and compensation programs
  • Conduct analysis of compensation and benefits within the center.
  • Oversee competitive analysis, merit increases and salary structure.
  • Develop job descriptions and job analysis for various positions and determine appropriate base pay
  • Advise on salary increase requests.
  • Create motivation ideas and tips for the staff
  • Set the pay for performance (bonuses) every month according to evaluation sheets
  • Ensures internal equity
  • Ensures that the benefits given to employees gained their satisfaction.