Divisional Human Resources Generalist

The Salvation Army USA Central Territory; Southfield (MI); On-site; USD 55,000 - 75,000; Full time

Job summary

The Salvation Army USA Central Territory is seeking a dedicated HR Generalist to support daily HR operations, ensure compliance, and collaborate with managers across departments.

You will coordinate recruitment, onboarding, payroll, and benefits processes, maintain HRIS/ATS records, and generate critical HR metrics to drive workforce success.

Qualifications

• Associate degree in human resources, Business Management, or related field.
• 3+ years of experience in human resources or equivalent.
• Proficient in Microsoft Office 365; TEAMS and SharePoint knowledge.

Responsibilities

• Support daily HR operations and ensure compliance across departments.
• Partner with managers on recruitment, onboarding, and benefits processes.
• Maintain HRIS/ATS records and generate key HR metrics.
• Administer payroll coordination and benefits backup.

Skills

Confidentiality

HR Compliance

Payroll coordination

Office 365

Education

Associate degree in human resources

Tools

HRIS

ATS

Job description

At The Salvation Army our employees are the heartbeat of our mission. We foster a community of passionate people dedicated to changing lives and bringing hope to those who need it most.

Position Summary

The HR Generalist will be responsible for a variety of tasks to support the daily operations of the human resources department and to ensure smooth and effective processes. This position will work closely with managers and supervisors in other departments to ensure compliance in all HR areas.

Essential Responsibilities

• Assist in the development of HR practices, assuring compliance with established standards and processes.
• Conduct various departmental audits to ensure compliance and accuracy.
• Work with Payroll Coordinator to process payroll for employees who work for The Salvation Army Harbor Light System, i.e. drug and alcohol rehabilitation centers
  • Email missing punches by the Friday before payroll
  • Email unapproved time off requests by the Friday before payroll
  • Watch for terminations that need a batch for Salary to adjust the hours paid and if double deductions are needed for batch.
  • Monday of payroll adds hours to batches - Shift Diff, utilizing PCR's received from HL HR Manager
  • After payroll, ASAP send Statistical Summaries to finance, HL HR Manager, Divisional HR Managers
  • After payroll, move all reports to SharePoint for the pay date
  • Stale Checks - watch for credits to come through on Wire Confirmations. Send a copy in an email to James Houck, copy Ben Beckwith, asking for a new check or if we have direct deposit information, we can supply that info to them
  • FSDD - Rejected Item Notice - update any changes given from ADP and let the employee know of the change. If the account isn't valid, let the employee know to make the correction or they will continue to receive paper checks
  • Enter Wisely pay cards
• Affordable Care Act (ACA) tracking and communication for the division
  • Ensuring employees are being moved to the new status as needed
  • Ensuring timely communication to the corps/locations when they have someone who is trending in a different status classification
  • Ensure benefits are offered as necessary in a timely manner
• Earned Sick Time Act (ESTA) tracking and communication for the division
• Reviewing employee standard hours vs. actual worked hours monthly for the division
  • Communicate to HR Managers after 30 days of employee working outside of current eligibility bracket (PT19, PT20-29, FT30+)
  • Also watch for employees consistently over or under approved hours that may need an hours change to accrue sick/vac and receive holiday pay correctly
• Establish and implement regular employee newsletter
• Partner with Recruiter for full-cycle recruiting, interviewing, and screening employee candidates including job posting, resume screening, and participating in interviews
• Handle employment-related inquiries from employees and elevate to Human Resources Manager as needed, answer employee questions and or concerns regarding Human Resource policy, procedures, or employee handbook interpretations
• Help new hires get on board by verifying documents and ensuring they have the resources they need to perform their job.e policy, handbook acknowledgement, and ensuring JD's are digitally signed and match the job offer
• Audits TSAMM approvals to ensure they are properly entered into ADP bi-weekly
• Conduct audits on OFFER Process and Onboarding to ensure a timely hiring date and in compliance with TSA's policies, along with state and federal law. Will send communication to the appropriate parties when onboarding processes or onboarding is delayed
• Train HR Staff on HRIS, ATS, TSAMM, ICHAT, CTR, PSOR
• Provide training to managers and officers on HRIS, Recruitment Management, Time & Attendance and other utilized systems on an as-needed basis
• Coordinate personnel records and oversee file compliance
• Co-Facilitate the monthly new employee orientation with Benefit Specialist
• Generate reports on key HR metrics like turnover rates, employee satisfaction, and workforce trends
• Handle Exit Surveys for non-exempt employees who leave the organization
• Maintain human resource information system records and compiles reports from the database
• Serve as back up for benefits and payroll
• Ensure compliance with federal, state, and local policies and standards
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Perform other duties as assigned

Additional Responsibilities

• Responsible for Bell Ringer payroll during Red Kettle Fundraising Season

Qualifications

Education/Experience

• Associate degree in human resources, Business Management, or related field
• 3 plus years' experience in human resources, or any equivalent combination of training and experience which provides the required knowledge, skills, and abilities

Skills, Knowledge & Abilities

• Maintain strict confidentiality
• Knowledge of Human Resource Information Systems (HRIS)
• Knowledge of Applicant Tracking Systems (ATS)

Computer Skills

• Proficient in Microsoft Office 365
• Working knowledge of TEAMS and SharePoint
• Knowledge of Human Resource Information Systems (HRIS)
• Knowledge of Applicant Tracking Systems (ATS)
• Willingness to learn new software as needed

Certificates and Licenses

• Must have and maintain a current valid driver's license and pass the Salvation Army Motor Vehicle Record check (MVR)
• Complete Safe From Harm training, and keep current as needed