Job Details

SUMMARY

Under the direction of the Human Resources Manager the Human Resources Generalist performs a wide range of Human Resources (HR) tasks to support the employee life cycle at the Lucky Friday.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Employee Relations

• Answer routine HR and payroll questions for employees and supervisors. Assist with resolving issues and interpreting policies and procedures.
• Coordinate employee relations activities including holiday gifts, monthly birthday treats, off-site meetings, on-site lunches and other meals, retirement gifts/celebrations, service and safety awards banquet and gifts.
• Advise managers and supervisors on hourly disciplinary issues. Prepare and track hourly disciplinary actions. Elevate/discuss non-routine disciplinary actions with HR Manager to ensure consistency with past practice and across all departments at site. Attend disciplinary and termination meetings as needed.
• Respond to unemployment claims, providing requested information and attending hearings as required.
• Process separations for salaried employees including completing required paperwork, and IT, corporate, site and benefits provider notification. Conduct exit interviews.
• In the absence of the HR Administrator, process hourly employee separations including completing required paperwork, and IT, corporate, site, and benefits notifications. Conduct exit interviews.
• In the absence of the HR Manager, work with managers and supervisors to conduct investigations of complex disciplinary actions, including harassment, performance, zero tolerance rules violations, and prepare discipline as needed, ensuring consistency with past practice.
• In the absence of the HR Manager, conduct or participate in termination meetings and meet with union as needed for hourly employee terminations.
• In the absence of the HR Administrator, maintain the Lucky Friday phone directory, updating and distributing as needed.

Labor Relations

• Interpret the Collective Bargaining Agreement. Answer questions related to the Collective Bargaining Agreement. Elevate questions to the HR Manager as needed.

Recruiting/Onboarding

• Manage salaried recruitment process. Place recruiting ads, review and screen applicants, schedule phone and site interviews, book travel for interviews, make offers at the direction of HR/Hiring Manager, conduct background and reference checks. Maintain applicant tracking systems. Maintain recruiting tracking spreadsheet. Respond timely to applicants to make offers and to notify those not selected to move forward in the process.
• Assist with hourly recruitment process as needed. Place recruiting ads, review and screen applicants, schedule phone and site interviews, book travel for interviews, conduct background and reference checks. Maintain applicant tracking systems. Maintain recruiting tracking spreadsheet. Respond timely to applicants to make offers and to notify those not selected to move forward in the process.
• Intern/Summer Hire program oversight. Working with corporate coordinator and HR Administrator, oversee and participate in intern and summer hire program, including recruiting, scheduling physicals and coordinating housing. Coordinate end of summer intern presentations.
• Job/Career Fairs. Attend job and career fairs as needed and relevant to recruiting role.
• Employee onboarding. Working with training and the hiring manager, determine start date and onboarding schedule, schedule physical/drug testing, assist with relocation/temporary housing, conduct HR new hire orientation, complete paperwork, review policies, company and site information.

HRIS

• As needed, assist with entering and maintaining hourly employee information in the HRIS, including entry for new hires, changes to employee personal and organizational changes, and terminations.
• Perform quarterly audit of employee data to ensure information including department, job, supervisor are correct in HRIS. Notify HR Administrator of changes to be made.

Benefits

• Employee Changes/Communication. Process changes, ensuring changes are in compliance with plan rules and submitted timely. Answer employee questions and assist with issues that arise.
• Open Enrollment. Manage the annual open enrollment process for LF, including conducting meetings, sending follow up reminders to employees, answering questions and auditing enrollment files.
• Hourly 401k Plan. Communicate plan to employees, answer questions, process changes through the 401k plan provider, approve loans and withdrawals, in compliance with plan rules. Manage annual audit process. Participate in annual plan review meetings. Perform annual testing and match calculation and submit to HR Manager for approval.

Worker's Compensation

• File work comp claims, work with the Health & Safety department to make follow up doctor's appointments as needed, provide update on status of RTW, provide other updates as needed. Answer questions for plan administrator. Investigate claims.

Performance Management

• Oversee hourly appraisal process. Audit review process to ensure appraisals are completed timely. Follow up on overdue reviews to ensure compliance. Ensure process/comments are in alignment with guidelines.
• Coordinate salaried performance appraisal process, communicating due dates and ensuring appraisals are submitted timely, training new managers and supervisors on the process, and reviewing content to ensure feedback is appropriate and comments do not violate discrimination laws.

Training and Development

• At the direction of the HR Manager, review, update and deliver training for compliance and policy changes. This includes, but is not limited to, harassment-free workplace training and training for policy updates.
• Assist with the development and updating of training materials.

Other

• At the direction of the HR Manager, participate in projects and initiatives including systems upgrades, that impact site Human Resources.
• Supports Human Resources Manager with other duties and projects as assigned.
• Review and update LF org charts monthly.

QUALIFICATIONS

Bachelor's degree in business administration or human resources management.

5+ years' experience in Human Resources, including recruiting, employee relations, benefits administration, and training.

Demonstrated working knowledge of current HR practices and employment laws including FMLA, ADA, Worker Compensation, HIPAA, COBRA, etc.

Prior experience working with HRIS. Prior experience with ADP preferred.

Prior experience with labor relations preferred.

Proficient in Microsoft Office, including Word, Excel, Outlook, and PowerPoint.

HR certification preferred.

Prior experience in the mining sector preferred.

Must be able to work independently, as well as a member of a team.

Must be self-motivated.

Must be able to communicate clearly both verbally and in writing.

Good time management skills.

Good organizational skills.

Excellent attention to detail.

Must be able to maintain confidentiality.