Human Resources Generalist

Quad Cities International Airport; Moline (IL); On-site; USD 60,000 - 80,000; Full time

Benefits offered by this job

Paid Time Off

Volunteer Time Off

Health Insurance

Tuition Reimbursement

Employee Assistance Program

Pension/Retirement Plan

Job summary

Quad Cities International Airport is seeking a Human Resources Generalist to administer a broad range of HR programs and services that support organizational effectiveness and employee engagement.

The role covers recruitment, onboarding, benefits administration, leave management, HRIS, safety, compliance, and employee communications, with a focus on confidentiality and professional conduct.

Qualifications

• Bachelor's degree preferred in HR-related field; combination with experience may be considered.
• Significant HR experience including recruitment, onboarding, employee relations, benefits, leave, safety, compliance, and HRIS.
• Proficiency with MS Office and HRIS reporting tools; experience with employee self-service platforms.
• Equivalent mix of education, experience, and training acceptable.

Responsibilities

• Acts as primary HR contact for employees on policies, benefits, leaves, HRIS self-service, and employment matters.
• Coordinates recruitment, onboarding, and offboarding activities and maintains personnel records.
• Administers benefit programs and coordinate with carriers and vendors; assists with renewals and communications.
• Manages FMLA/leave programs, HRIS administration, safety, workers' compensation, and regulatory compliance.

Skills

HR knowledge

Interpersonal skills

Communication skills

Discretion

Education

Bachelor's degree in HR/Business Administration

Tools

HRIS systems

Microsoft Office

Job description

HUMAN RESOURCES GENERALIST

ABOUT THE ROLE

Under the direction of the Director of Human Resources & Risk Management, the Human Resources Generalist administers a broad range of human resources programs and services that support organizational effectiveness and employee engagement. This position exercises independent judgment and discretion in the interpretation and application of human resources policies, procedures, benefits programs, and employment regulations.

The Human Resources Generalist serves as a resource to employees and management in the areas of recruitment and onboarding, employee relations, benefits administration, leave management, HRIS administration, safety and workers' compensation, compliance, employee communications, and records management. The position analyzes human resources issues, recommends solutions, and helps ensure compliance with applicable laws, regulations, policies, and best practices while maintaining the highest level of confidentiality and professionalism.

WHAT WE OFFER

• Generous Paid Time Off
• Paid Time Off for Volunteering
• Paid Sick Leave
• Shared Leave
• Twelve Paid Holidays
• Employer-sponsored Medical, Dental and Vision Insurance Programs
• Employee Assistance Program
• YMCA Membership Subsidy
• Employer-provided Life Insurance
• Paid Parental Leave
• Adoption Assistance
• Pilot Certification Expense Reimbursement
• Tuition Reimbursement
• IMRF Pension
• Optional deferred compensation retirement savings plan (457 Plan and Roth IRA)

KEY REQUIREMENTS

• Professional human resources certification or the achievement of certification within one year of employment.
• Ability to pass a post-employment offer physical examination and drug screen.
• Ability to pass a background investigation to obtain unescorted Airport Identification/Access privileges.
• Ability to operate a motor vehicle and possession of a valid driver’s license.

QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, Public Administration, or a related field preferred, and
• Significant professional experience in human resources, including recruitment, onboarding, employee relations, benefits administration, leave management, safety, compliance, and HRIS administration, and
• Significant experience utilizing Microsoft Office applications, and
• Significant experience working with one or more Human Resource Information Systems (HRIS), or
• Any equivalent combination of education, experience, and training provides the required knowledge, skills, and abilities to successfully perform the essential functions of the position.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

• Comprehensive knowledge of human resources principles, practices, and employment-related laws and regulations.
• Ability to exercise sound judgment and discretion in the interpretation and application of policies, procedures, benefit plans, and employment regulations.
• Ability to maintain strict confidentiality and safeguard sensitive employee, medical, and organizational information.
• Excellent interpersonal and relationship-building skills.
• Strong verbal and written communication skills.
• Ability to prepare reports, correspondence, presentations, policies, procedures, and other business documents.
• Ability to analyze information, identify solutions, and make recommendations regarding human resources matters.
• Ability to effectively communicate information and present ideas in both individual and group settings.
• Ability to work independently, prioritize competing demands, and manage multiple projects simultaneously.
• Proficiency in Microsoft Office applications, including Outlook, Word, Excel, and PowerPoint.
• Proficiency with HRIS systems, reporting tools, and employee self-service platforms.
• Ability to research, interpret, and apply changing employment laws, regulations, and best practices.
• Ability to establish and maintain effective working relationships with employees, management, vendors, government agencies, and other stakeholders.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Employee Relations, Customer Service, and HR Administration

• Serves as a primary point of contact for employees regarding human resources policies, procedures, benefits, leave programs, HRIS self-service functions, and employment-related matters.
• Provides guidance and assistance to employees and supervisors through interpretation and application of human resources policies, benefit plan provisions, and employment-related practices.
• Evaluates employee concerns and routine workplace issues, gathers relevant information, and recommends appropriate actions consistent with organizational policies and applicable laws.
• Develops and maintains positive working relationships with employees while maintaining professional boundaries and strict confidentiality of sensitive information.
• Assists management and employees in resolving human resources concerns through effective communication, problem-solving, and referral to appropriate resources.

Recruitment, Onboarding, and Offboarding

• Coordinates all phases of the employment lifecycle, including recruitment, candidate selection, pre-employment activities, onboarding, offboarding, and associated documentation.
• Assists with recruitment strategies and initiatives designed to attract and retain qualified candidates.
• Ensures personnel records and employment documentation are maintained in accordance with established retention requirements and applicable regulations.

Benefit Administration

• Administers employee benefit programs, including health and welfare plans, pension benefits, Section 125 plans, deferred compensation programs, and other employee benefit offerings.
• Processes benefit enrollments, changes, and terminations and serves as a liaison between employees, carriers, brokers, and third-party administrators.
• Assists employees in resolving benefit-related concerns, including claims and reimbursement issues, through research, advocacy, and coordination with external providers and vendors.
• Assists with annual benefit renewals, vendor communications, and implementation of program updates.
• Coordinates the development and delivery of employee benefit communications, educational materials, meetings, and informational sessions.

Leave Administration

• Administers Family and Medical Leave Act (FMLA) and other applicable leave programs in accordance with organizational policies and regulatory requirements.
• Coordinates leave requests, employee notifications, eligibility determinations, documentation, leave tracking, and return-to-work processes.
• Maintains required records and ensures compliance with federal and state leave regulations.

Human Resource Information System (HRIS) Administration

• Maintains and administers the Human Resource Information System (HRIS), ensuring accuracy, confidentiality, and effective utilization of system functionality.
• Manages employee data, organizational records, workflows, applicant tracking functions, reporting tools, and employee self-service capabilities.
• Analyzes HRIS information and workforce data to support operational needs, compliance requirements, and management decision-making.

Safety and Workers' Compensation Administration

• Coordinates employee safety programs, training initiatives, drug and alcohol testing programs, and related compliance activities.
• Receives and investigates employee injury reports and maintains required injury and illness records.
• Submits First Reports of Injury and other required documentation to workers' compensation carriers and regulatory agencies.
• Coordinates workers' compensation claims, employee benefits, and return-to-work activities.
• Maintains OSHA logs and workers' compensation records in accordance with regulatory requirements and organizational policies.

Compliance, Analysis, and Program Administration

• Assists in ensuring compliance with applicable federal, state, and local employment laws and regulations.
• Research changes in employment laws, regulations, and human resources best practices and assists with implementation of necessary updates.
• Participates in audits, compliance reviews, reporting activities, and other initiatives requiring analysis and interpretation of human resources records and practices.
• Analyzes human resources data, employment trends, benefit utilization, and workforce information to identify issues and support informed decision-making.
• Recommend improvements to human resources processes, systems, communications, and employee programs.

Employee Communication and Engagement

• Communicates important organizational and human resources information through meetings, HRIS self-service tools, email, written communications, and other communication channels.
• Coordinates employee engagement and recognition programs, including service awards, appreciation events, wellness activities, and other employee-focused initiatives.
• Supports efforts to promote a positive workplace culture and employee experience.

Organizational Support

• Assists the Director of Human Resources & Risk Management with special projects, strategic initiatives, workforce planning activities, and departmental objectives.
• Exercises independent judgment in prioritizing work activities, identifying solutions to operational challenges, and administering assigned human resources programs.
• Performs other duties consistent with the responsibilities and purpose of the position.

OTHER DUTIES

• Assists with human resources audits, compliance reviews, and corrective action planning.
• Assists with labor-management activities, including research, preparation of materials, data analysis, and participation in negotiations.
• Responds to employment verification and reference requests in accordance with applicable policies.
• Assists with drafting, reviewing, and updating employee handbooks, policies, procedures, and related human resources documentation.
• Participates in compensation surveys, data collection, market analyses, and other workforce planning initiatives.
• Assists with organizational development, employee training, and process improvement initiatives.