Human Resources Generalist

Newark Housing Authority; Newark (NJ); On-site; USD 60,000 - 85,000; Full time

Job summary

Newark Housing Authority seeks an HR Generalist to support the Chief Human Resources Officer and partner with all departments to implement HR programs and resolve performance issues. The role covers employee relations, compliance, and union collaboration across the organization.

Responsibilities include administering performance management, maintaining HRIS records, handling personnel transactions, and assisting with investigations and disciplinary actions while upholding confidentiality and

Qualifications

• Bachelor's degree in HR, Business Admin, or related field.
• 3–4 years of progressive HR experience.
• Experience with employee relations, labor relations, and compliance.

Responsibilities

• Implement HR programs across departments and resolve performance issues.
• Administer performance management, talent management, and compliance.
• Collaborate with union representatives and manage union agreements.
• Maintain HR records and HRIS; handle personnel transactions.
• Investigate employee relations issues and support disciplinary processes.

Skills

Employee relations

HR policies

Labor relations

Performance management

Compliance

Education

Bachelor's degree in HR/Business Administration

Tools

HRIS

Job description

Reporting to and supporting the Chief Human Resources Officer/Direct of Human Resources, this position partners with all operating departments to implement HR programs and resolve performance-related issues across the organization. The role assists with a broad range of departmental activities, including collaborating with union representatives and supporting the administration of union agreements.

The HR Generalist drives the implementation, administration, tracking, and communication of core HR policies and programs, including performance management, talent management, employee relations, and HR-related compliance. The position applies subject matter expertise to day-to-day HR operations and works closely with staff and leadership across all levels and functions of the organization.

Essential Duties and Responsibilities

The below statements are intended to describe the general nature and scope of work being performed by this position. This is not a complete listing of all responsibilities, duties and/or skills required. Other duties may be assigned.

• Implements human resources programs by providing human resources services, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations; completing personnel transactions.
• Develops human resources solutions by collecting and analyzing information; recommending courses of action.
• Improves manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution
• Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions.
• Manages employees' expectations by communicating project status and issues; resolving concerns; analyzing time and cost issues; preparing reports.
• Prepares reports by collecting, analyzing, and summarizing data and trends.
• Protects organization's value by keeping information confidential.
• Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
• Participate in employee relations activity the HR Generalist will assist in management of investigations of employee relations cases, Code of Conduct violations, and make recommendations for resolutions and ensure appropriate documentation occurs.
• Practice and guide managers in consideration of employment law and regulations. Ensures investigations are conducted in a professional manner, compliant with all relevant local, state and federal laws, and that all parties involved are treated with dignity and respect.
• Assist with organization design and development activity, the HR Generalist will participate in organization structure activity and movement. In addition, this position will support the performance, productivity and effectiveness of the organization for programs such as performance management, succession planning, and organizational design and development. This position will assist with the facilitation of the development of programs and solutions (from a HR perspective) to help support and respond to business needs. Assist HR leader with analyzing data on employee turnover, employee satisfaction surveys, exit interviews and other metrics in order to enhance and improve HR programs and services.
• Provide management and employee counseling. The HR Generalist will participate and assist with coaching and counseling of employees and management. This may include, but is not limited to, performance discussions, career guidance, and other HR related areas. The HR Generalist will be responsible for handling highly confidential case assignments and projects related to employee relation issues including investigations, facilitating disciplinary meetings, and providing consultative advice. This includes building relationships with management and employees, conducting and documenting investigative interviews and case conversations.
• The HR Generalist will participate with the implementation of HR related policies and procedures. This position will be responsible for ensuring effective communication of these policies to the organization. The position will also be responsible for updating and ensuring all policies and procedures comply with current employment laws and practices.
• Lead employees through effective hiring, orientating, training, mentoring and coaching. Provide ongoing recognition, feedback and development, holding staff accountable for success. Identify and mentor future organizational leaders. Ensure appropriate resources are provided to staff. Develop a staffing plan that meets both consumer expectations and financial constraints. Create an environment where employee feedback facilitates positive change.
• Assists Chief Human Resources Officer in all administrative tasks of the Human Resources department, supporting all Authority operating departments.
• Process personnel transactions including separations, promotions, leaves, transfers, reclassifications, and recruitment.
• Assists in processing applications and scheduling interviews for job applicants; assists in processing new hire documentation, and arranges for appropriate employee orientation.
• Ensure that employee records and HRIS are updated as necessary.
• Processes and maintains documentation relating to labor/employment relations and recruitment; assists, as needed, with all department documentation and correspondence.
• Creates job descriptions and assists with the internal and external postings for open positions.
• Assists in the administration of all performance management activities and disciplinary actions.
• Assists in scheduling, preparing for and administering employee grievance and disciplinary hearings; gathers data as needed; prepares reports and documentation on disciplinary actions.
• Assists in maintaining the calendars of the Chief Human Resources Officer.
• Assists in the investigation of employee grievances and coordinates processes of responding to complaints; assists in gathering information and preparing for trials/hearings as necessary.
• Interviews Authority employees to gather information regarding general factors that affect worker morale, motivation, and efficiency.
• Establishes and maintains records and files pertaining to employee/labor relations and recruitment.
• Collaborates with unions and assists with union agreements.
• Supports all department activities, works as team member and serves as back-up for other department staff as needed.
• Performs other related duties as assigned.

To perform the job successfully, an individual should demonstrate the following behavioral competencies:

Commitment: Sets high standards of performance; pursues aggressive goals and works hard/smart to achieve them; strives for results and success; conveys a sense of urgency and brings issues to closure; and persists despite obstacles and opposition.

Customer Service: Meets/exceeds the expectations and requirements of internal and external customers; identifies, understands, monitors and measures the needs of both internal and external customers; talks and acts with customers in mind; and recognizes working colleagues as customers.

Effective Communication: Ensures important information is passed to those who need to know; conveys necessary information clearly and effectively orally or in writing; demonstrates attention to, and conveys understanding of, the comments and questions of others; and listens effectively.

Responsiveness and Accountability: Demonstrates a high level of conscientiousness; holds oneself personally responsible for one's own work; and does fair share of work.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Demonstrated subject matter expertise in at least one area of human resources (e.g., employee relations, talent management, compliance, labor relations)
• Knowledge of key HR Department policies, procedures, functions, and staff
• Knowledge of the broader NHA organizational structure, including key functions, staff, and their impact on the HR Department
• Working knowledge of labor and employment practices, including recruitment, the employee grievance process, and factors affecting employee morale
• Working knowledge of union agreements
• Knowledge of records management processes and procedures
• Experience preparing reports, summaries, and presentations that incorporate findings and conclusions
• Experience obtaining and ensuring appropriate use of equipment, facilities, and materials needed to accomplish administrative tasks

Education and/or Experience

Bachelor's degree in Human Resources, Business Administration, or a related field; and a minimum of 3-4 years of progressive experience in human resources, employee relations, or a related HR function, or an equivalent combination of education and experience.

Labor relations, FMLA and leave administration, benefits administration, HRIS, Compliance, Investigations, performance management