Shire Jobs

Description Wunderlich-Malec Engineering is a 100% employee-owned ESOP and one of the largest and most well-established (41+ years) engineering companies in the United States. When you become part of Wunderlich-Malec you: Are a 100% employee-owner Work at a company with Fortune 500 clients Are part of an ENR (Engineering News Record) Top 500 firm Are part of a company that is rated in the top five System Integrator Giants 2022 In coordination with the HR team, the Human Resource Generalist will implement HR programs by providing internal customer service, including employment processing, multi-state HR compliance, performance management, benefit administration, employee relations and retention, leaves of absence, and other personnel transactions. The HR Generalist will offer general HR support to their assigned region as well as offer company-wide support in areas including, but not limited to, multi-state policy implementation, immigration processes, and safety initiatives. This is a hybrid position. Ability to work in the Eden Prairie, MN office is required. Responsibilities Provide HR support for assigned region: Act as the first point of contact for business unit managers in human resource policy, process, procedure, and best practices. Guide and coach all employee groups with respect to compliance Support Talent Acquisition services to include collaboration with business unit managers to assess employment needs; Work with Recruiter for posting of positions, recruitment, reference checks as applicable, career fairs, and Applicant Tracking process and procedures Manage new hire onboarding, orientation, and exit processes Maintain accurate personnel records, using HRIS and electronic filing systems Provide HR Support to employee owners in assigned business units Administer performance management process Coordinate H-1B Visa and Green Card processes Ensure legal compliance with all federal and state regulations applicable to human resources areas Develop and maintain appropriate communication practices and policy implementation for multi-jurisdictional policies Support safety initiatives and assists with worker's compensation and OSHA compliance programs Assist with employee relations activities, including policy development, interpretation and implementation; benefits issues and general advice on work relationships Ensure compliance of HR's employment programs throughout multi-state business units Assist in the coordination of employee owner programs including, but not limited to, meet n' greets, wellness activities, employee owner recognition events, and ESOP Education Committee. Develop HR solutions by collecting and analyzing information and recommending courses of action Ensure confidentiality of electronic and paper personnel records Comply with federal, state and local legal requirements Provide back-up support for receptionist Minimum Requirements Education BS/BA in Human Resources, Business Administration or related discipline; equivalent relevant experience may be considered Additional HR training a plus PHR/SHRM Certification a plus Experience Experience in a Multi-Jurisdictional organization, or relevant education Experience researching and interpreting HR and/or employment regulations preferred Understanding of general HR policies and procedures Good knowledge of employment/labor laws Outstanding knowledge of MS Office, HRIS systems (e.g. UltiPro). Excellent communication and people skills Confident presentation, communication and interpersonal skills Problem solving aptitude Desire to work as a team Physical Demands of Position Seeing, hearing, dexterity in hands with ability to use keyboard for essential job functions. Working Environment Standard office environment: frequent use of personal computer, copy machines, and other miscellaneous office equipment. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against e ployees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) EOE of Minorities/Females/Vets/Disability