Senior HR Generalist - Ruston, LA

Good Day Farm; Ruston (LA); On-site; USD 65,000 - 85,000; Full time

Job summary

Good Day Farm is seeking an HR Senior Generalist to support talent acquisition, employee support and engagement, workforce planning and employment, Workers Compensation and Employee Relations and Development. The HR Senior Generalist serves as a backup for HR leadership.

The role requires managing onboarding, benefits administration, COBRA processing, performance management, training, and ensuring HR policy compliance across the organization.

Qualifications

• Excellent communication skills and confidentiality in handling sensitive information.
• Thorough knowledge of employment laws and HR best practices.
• Proven ability to manage time and meet deadlines.
• Experience with payroll/timekeeping systems and HRIS software.

Responsibilities

• Support talent acquisition with description writing and recruiting.
• Assist onboarding including orientation and systemic enrollments (background checks, E-Verify).
• Collaborate with managers to ensure successful recruiting and onboarding.
• Administer compensation, benefits, and leave programs; address disciplinary matters and investigations.
• Respond to unemployment claims and process COBRA as needed.
• Manage transfers, promotions, terminations, and other compensation changes.
• Oversee timekeeping accuracy and payroll support; answer questions on discrepancies.
• Handle inquiries from applicants and employees; refer complex issues to management.
• Assist with performance management processes and employee development.
• Ensure confidentiality and compliance with policies and employment laws.
• Partner with management to meet company initiatives and succession planning.

Skills

Communication skills

Integrity

Confidentiality

Time management

Analytical thinking

Education

Bachelor’s degree

HR certification (PHR/SPHR/SHRM-CP/SRSH-SCP)

Tools

Kronos

Wurk

Job description

Job Description

The Human Resources (HR) Senior Generalist provides support in the following areas working closely with the HR leadership: Talent Acquisition, Employee Support and Engagement, Workforce Planning and Employment, Workers Compensation and Employee Relations and Development. The HR Senior Generalist serves as a backup for the HR leadership.

• Supports talent acquisition efforts with the hiring of qualified job applicants for open positions – creating and updating job descriptions and managing recruiting efforts.
• Assists with the onboarding of new hires – conducting orientation and ensuring new hire forms are completed, processed in the respective systems (HCMS, background check software, E-Verify and state badge system) and filed in the personnel files and enrolls the employee in the timekeeping system.
• Collaborates with managers and supervisors to ensure a successful recruiting and onboarding experience.
• Performs tasks required to administer and execute human resource programsincluding but not limited to compensation, benefits, and leave (ADA, FMLA, Military Leave…); disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, engagement, and morale; occupational health, safety, and workers compensation; unemployment and turnover, and training and development.
• Responds to unemployment claims, appeals and telephone hearings and tracks the outcome.
• Assists with benefits enrollment and benefit changes entering the information into the Human Capital Management system and the benefit carrier sites. Processes COBRA.
• Manages transfers, promotions, demotions, terminations, and any other compensation changes.
• Completes verification paperwork, medical withholding paperwork and any other compliance employee paperwork.
• Administers the timekeeping and attendance system - ensures accuracy of data by verifying correct punches, correct pay and correct work labor accounts, final approval and sign off, by adding missing timecard punches, and by coding absences; assists employees with any questions they may have regarding payroll and time discrepancies.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to appropriate management.
• Participates in the administration of the employee performance management process.
• Provides support to employees on HR matters and ensures confidentiality of personnel information.
• Facilitates Employee Relations cases through investigations with the involved parties working with Internal and External Legal Counsel. Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Helps create and administer various human resources plans and procedures for employees; assists in the development and implementation of personnel policies and procedures; and obtains employee acknowledgements.
• Develops and refines HR-related approaches, policies, and procedures for the company, to support business objectives.
• Partners with management to ensure company initiatives are met that includes but is not limited to performance management, goal setting, succession planning and development for team members.
• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include compliance training, anti-harassment training, etc.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance; performs audits as required.
• Stays up to date on trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs all other duties as assigned. Duties may vary per location.

Job Description

The Human Resources (HR) Senior Generalist provides support in the following areas working closely with the HR leadership: Talent Acquisition, Employee Support and Engagement, Workforce Planning and Employment, Workers Compensation and Employee Relations and Development. The HR Senior Generalist serves as a backup for the HR leadership.

Essential Duties And Responsibilities

• Supports talent acquisition efforts with the hiring of qualified job applicants for open positions – creating and updating job descriptions and managing recruiting efforts.
• Assists with the onboarding of new hires – conducting orientation and ensuring new hire forms are completed, processed in the respective systems (HCMS, background check software, E-Verify and state badge system) and filed in the personnel files and enrolls the employee in the timekeeping system.
• Collaborates with managers and supervisors to ensure a successful recruiting and onboarding experience.
• Performs tasks required to administer and execute human resource programsincluding but not limited to compensation, benefits, and leave (ADA, FMLA, Military Leave…); disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, engagement, and morale; occupational health, safety, and workers compensation; unemployment and turnover, and training and development.
• Responds to unemployment claims, appeals and telephone hearings and tracks the outcome.
• Assists with benefits enrollment and benefit changes entering the information into the Human Capital Management system and the benefit carrier sites. Processes COBRA.
• Manages transfers, promotions, demotions, terminations, and any other compensation changes.
• Completes verification paperwork, medical withholding paperwork and any other compliance employee paperwork.
• Administers the timekeeping and attendance system - ensures accuracy of data by verifying correct punches, correct pay and correct work labor accounts, final approval and sign off, by adding missing timecard punches, and by coding absences; assists employees with any questions they may have regarding payroll and time discrepancies.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to appropriate management.
• Participates in the administration of the employee performance management process.
• Provides support to employees on HR matters and ensures confidentiality of personnel information.
• Facilitates Employee Relations cases through investigations with the involved parties working with Internal and External Legal Counsel. Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Helps create and administer various human resources plans and procedures for employees; assists in the development and implementation of personnel policies and procedures; and obtains employee acknowledgements.
• Develops and refines HR-related approaches, policies, and procedures for the company, to support business objectives.
• Partners with management to ensure company initiatives are met that includes but is not limited to performance management, goal setting, succession planning and development for team members.
• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include compliance training, anti-harassment training, etc.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance; performs audits as required.
• Stays up to date on trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs all other duties as assigned. Duties may vary per location.

Minimum Qualifications

• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment related laws and regulations and HR best practices.
• Excellent communication skills (oral & written), strong organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Proficient in Microsoft Office software and Human Capital Management Systems (Kronos or Wurk preferred).
• Strong analytical and problem-solving skills.
• Must be at least 21 years of age and authorized to work in the U.S.
• Must be able to obtain a state medical marijuana badge and pass a background check.

Education & Experience Requirements

• Bachelor’s degree in a related field or can substitute experience for the degree.
• 4 - 6 years of HR experience.
• Professional certification such as PHR, SPHR, SHRM-CP or SHRM-SCP preferred.

At Good Day Farm, we are committed to building a diverse team and an inclusive environment for all. We are an Equal Opportunity Employer; all hiring decisions are based on qualifications, merit, and business needs.

If you require a reasonable accommodation to participate in the application or interview process, please notify us by replying to your application confirmation email or contacting your recruiter directly.