HR Generalist

Ruan Transportation Management Systems; Des Moines (IA); On-site; USD 60,000 - 80,000; Full time

Job summary

Ruan Transportation Management Systems in Des Moines, IA, is seeking an HR Generalist to support our People First culture. You will be the first point of contact for business-unit people issues, working with HR Business Partners to apply policy, ethics, and harassment guidelines, and to handle general concerns not related to payroll or benefits.

You will gather information, coordinate investigations, escalate when needed, and maintain clear communications with all parties.

Responsibilities

• Acts as a liaison between employer and employee overseeing employee relations issues. Coordinates investigations involving all appropriate parties and gathers all pertinent information. Maintains frequent and updated communications to all parties throughout the process.
• Receives and effectively handles employee complaints regarding policy application, harassment, ethics, and general concerns not related to payroll or benefits.
• Researches appropriate company policy, federal and state laws, bargaining unit agreements, past precedents, etc. in order to recommend consistent and compliant disciplinary action.
• Assures company notes and documentation is accurate and retained according to policy.
• Conducts analytics and identifies areas of concern. Consults with management discussing possible actions to be taken.
• Helps maintain company organization charts and the employee directory.
• Perform other job-related duties and special projects as required.

Job description

HR Generalist will focus on Ruan's People First culture. They are part of a fast-paced HR team centralized at our corporate office and supportive of our day-to-day field operations. This position will work with the HR business partner(s) and be the first point of contact for business unit people issues. This will include tier one employee relations, policy application, HR administration, ethics, harassment, and general concerns not related to payroll or benefits. They will gather pertinent information, coordinate activities, and keep appropriate parties advised of the status. They are a liaison, at times, between employer and employee, the HR business partner, recruiting, and other participants. This involves receiving and effectively handling employee complaints, escalating these complaints to the level necessary, and communicating effectively during the process.

Responsibilities

• Acts as a liaison between employer and employee overseeing employee relations issues. Coordinates investigations involving all appropriate parties and gathers all pertinent information. Maintains frequent and updated communications to all parties throughout the process.
• Receives and effectively handles employee complaints regarding policy application, harassment, ethics, and general concerns not related to payroll or benefits.
• Researches appropriate company policy, federal and state laws, bargaining unit agreements, past precedents, etc. in order to recommend consistent and compliant disciplinary action.
• Assures company notes and documentation is accurate and retained according to policy.
• Conducts analytics and identifies areas of concern. Consults with management discussing possible actions to be taken.
• Helps maintain company organization charts and the employee directory.
• Perform other job-related duties and special projects as required.