Overview:

The Candidate

Our ideal candidate is a seasoned Human Resources Generalist with a passion for helping people be their best selves at work. You know how to “dot the i’s and cross the t’s”. The right candidate learns fast, is self-motivated, and wants to grow while truly contributing to the success of the team.

The Culture

What really matters is that the vision, the culture, and the rules of engagement align and are something that team members truly want to embrace. We are a "Family First" organization where our families at home, work-family, and clients are all a priority. We believe that when SmartCommerce’s cultural beliefs align with yours, success will follow.

What we do

At SmartCommerce, we’re a community of problem solvers passionate about helping clients take their sales to the next level! We develop tools that reinvent the way products get into the hands of consumers across the globe.

Your compensation and benefits

The salary range for this position is $60,000 to $80,000 per year. This role is fully remote. There may be some business travel on rare occasions.

At SmartCommerce, we value and reward our team’s dedication and hard work. We provide a competitive base salary commensurate with your qualifications and experience. As an employee, you’ll also enjoy a comprehensive benefits package, including medical, dental, and vision insurance, a 401(k) plan, supplementary benefits, paid time off, and professional development opportunities.

Job Summary

The Human Resource Generalist will run the daily functions of the Human Resource (HR) department including onboarding, training, assisting in the hiring and interviewing process, administering pay, benefits, and leave, and enforcing company policies and practices.

The HR Generalist will work as a member of the HR department in a rapidly changing, complex and fast-paced environment and serves as a consultant and partner on all Human Resources related matters, with the goal of aligning best HR practices to business strategies. The position requires the ability to rapidly react to and resolve issues and manage multiple tasks simultaneously.

The HR Generalist will also be responsible for fostering and maintaining internal relationships, coaching for performance improvement, advising and negotiating in conflict situations, and assisting in organizational effectiveness efforts. In this role, the HR Generalist will deliver full life-cycle HR solutions in a number of key areas, such as employee relations, performance management, and training and development. The HR Generalist will also work collaboratively within the HR department and all levels of the organization to implement HR policies, practices and procedures as assigned.

May oversee the scheduling, training, assignments, and daily workflow of projects as well as subordinate staff in the department.

Essential Responsibilities

Working closely with the HR Team, the HR Generalist supports these key areas:

Benefits

Prepare benefit reports and maintains files and records as required.
Assist with employee benefit questions and concerns. Assist with open enrollment by explaining benefits and any changes from previous year, assist employees with preparation of paperwork and answer questions.
Consult regarding benefits administration, including health insurance, leave of absence, and compensation packages.
Interpret and apply employment laws, benefit plans, human resource related policies and procedures. Provide explanations to employees and supervisors on the same.

Compensation

Participate in projects related to compensation.

Employee Engagement, Retention and Culture

Assist in driving participation in performance management, engagement activities and surveys, including implementations based on results.
Conduct exit interviews and employee-based surveys.
Collect and analyze engagement feedback, track, and share metrics.
Provide tactical employee relations and investigation support; ensure compliance and equitable approaches, and assist in communication to address employee relations issues.
Support employee experience efforts, including supporting logistics of trainings, onboarding, new hire days and orientations.
Serve as a culture advocate in working with the organization’s staff.
Implement new hire orientation and employee recognition programs.
Be an example of our thriving company culture and lead by example.

Employee Relations and Discipline

Assist supervisors in handling performance and discipline matters and provide information on progressive discipline, evaluation procedures, and complaint and grievance procedures.
Conduct fact-finding personnel investigations and prepare draft reports and recommendations.
Prepare and review letters of performance expectation, instruction, warning, reprimand, suspension and termination.
Facilitate dispute resolution as necessary to ensure the consistent, uniform and fair application of the company’s policies and procedures.
Handle employee relations, addressing concerns, resolving disputes or misunderstandings, and maintaining a positive work environment.
Participate in and advise in connections with employee disciplinary matters, meetings, terminations, and investigations.
Attend and participate in employee disciplinary meetings, terminations, and investigations.

Compliance

Maintain legally compliant personnel documentation and records management.
Review HR policies and procedures to ensure and maintain compliance with labor laws and company policies.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Conduct or acquire background checks and employee eligibility verifications.
Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices.

Leaves

Manage Workers’ Compensation plan administration and claims. Audit support for worker’s comp, 401k. Assist with federal compliance reporting of VETS 4212, EEO1, ACA and AAPMaintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Assist employees with Leave Management (STD/LTD/FMLA/Military) and monitor claims; review ongoing payments; inform insurance when employees are back to work.

Organizational Design and Structure

Participate in projects related to Organizational Design.

Payroll

Prepare payroll reports and maintain files and records as required.
Serve as a resource for technical HR and payroll staff by providing guidance and direction on personnel and benefit processing functions.
Work with staff to ensure the accuracy, and may conduct data entry, of benefit enrollments and data entry in the HRIS to provide vendors with accurate eligibility information, along with maintaining accurate employee and position information for payroll and HR records.
Lead the preparation, entry and processing of the payroll including information pertaining to deductions or corrections, tax matters or other payroll related issues.
Perform special payroll related functions such as time off requests, retroactive payment calculations, etc.
Collaborate with external third parties regarding payroll items and HRIS.

HRIS

Ensure the system is well maintained and compliant with federal and state laws.
Responsible for implementation of new HRIS systems and upgrades, including communication with third party vendors, internal communications and employee support.
Provide guidance to employees on all aspects of HRIS and conduct training on systems as directed.

Other Administrative Tasks/Duties/Responsibilities

Maintain current and accurate job descriptions for all employees.
In collaboration with all company departments and under the direction of HR leadership, assess and evolve current systems and processes to enhance efficiencies in the HR department.
Support the development of HR policies and procedures, collaborating with all company departments to draft and review policy updates.
Coordinate logistics for required training sessions, including scheduling materials preparation, and post-training feedback collection.
Participate in developing department goals, objectives, and systems.
Consult with non-HR departments on cross-functional HR administrative support duties, as needed.
Serve as a trusted advisor to front and mid-level leaders and employees.
Develop a reputation as a neutral and approachable HR Generalist focused on employees, front and mid-level managers as well as the organization.
Perform routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Performance Management

Support the development and strategic implementation of policies, procedures and tools to support performance management, communication and relationship building while fostering positive relationships between employees and managers.
Support performance management and evaluation processes to ensure consistent and constructive feedback for all employees.

Learning & Development

Conduct employee orientations and train employees on the use of payroll and benefits offerings, systems and processes.
Assist with training and development initiatives to foster an engaged and motivated workforce.
Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.

Employee Recruitment

Assist with the end-to-end recruitment process, serving as the team’s second recruiter, from job posting to onboarding, ensuring quality hires and streamlined procedures.
Implement creative and effective recruitment strategies and methods that enable the company to attract and retain the people and talent necessary to meet its objectives.
Manage internal and external job posting advertisements and communications.
Effectively utilize the Applicant Tracking System to manage and streamline the recruitment process, ensuring timely communication with candidates, accurate data entry, and detailed documentation of all stages from initial application to final hiring decision.
Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
Collaborate with department heads as needed to create clear and comprehensive job descriptions tailored to our company’s needs.
Assist with preliminary interviews to screen for suitable candidates, ensuring their alignment with the company’s values and job requirements.
Collect, track, and enhance recruitment metrics; research and develop active and passive recruitment channels including career fairs, open houses, and school and community partnerships.
Apply company values to all stages of the recruitment process.
The role may also perform other duties, as assigned.

Requirements

KNOWLEDGE, SKILLS, ABILITIES:

Excellent written and verbal communication skills.
Excellent interpersonal and relationship skills, including the ability to interact with all levels inside and outside of the organization in an ethical and confidential manner.
Detail-oriented with strong organizational abilities.
Diplomacy in gaining trust and cooperation to resolve problems, manage projects and/or achieve appropriate solutions.
Sincere commitment to work collaboratively with all groups, including staff, board members, customers, and other supporters.
Excellent time management skills with proven ability to meet deadlines with the ability to prioritize tasks effectively to accomplish job duties in an efficient and timely manner; and handle a variety of key initiatives concurrently.
Familiarity with key employment laws and regulations (e.g., EEO, FLSA, FMLA, ADA, etc.).
Strong analytical and problem-solving skills.
Experience with HRIS required, with the adaptability to master new computer/database systems, as needed.
Ability to act with integrity and professionalism.
Ability to deal confidentially with sensitive information.
Proficient with Microsoft Office Suite, including Microsoft Word, Excel and PowerPoint, Google Suite, and Slack.
Proficiency with or the ability to quickly learn the organization’s systems and policies.
Ability to successfully complete and pass a background check.

REQUIREMENTS:

Bachelor’s degree in Human Resources or other related field preferred.
At least 3 years’ experience in any facet of Human Resources, but must have some experience in Benefits and Leaves.

OTHER DETAILS:

Professional HR certification (SHRM-CP/SHRM-SCP or PHR/SPHR) is a plus.