HR Generalist

Summary of Responsibilities:

The Human Resources Generalist primarily focuses on generalist activities including, but not limited to: recruitment and selection, onboarding, employee relations, diversity and inclusion initiatives, labor relations, and performance management. The Generalist designs, delivers and coordinates employee training programs in line with VP of HR vision. The Generalist is first line for employee concerns, and performance management; and may conduct internal investigations under the supervision of the VP of HR.

Essential Functions:

• Recruiting & Onboarding: Subject Matter Expert for the department on recruiting. Manage the recruitment life cycle for the front office for all full time and part time staff including company owned minor league affiliates. Researches, analyzes, evaluates, and resolves routine recruiting issues in line with standard policies and procedures. Responsible for guidance, counsel, and training to hiring managers in order to employ diverse recruitment strategies and best practices with the result of a highly qualified diverse workforce. Manage all job file creation and destruction according to legal retention guidelines. Utilize industry and current workplace best practices to recruit, retain, and manage a talented workforce.
  Evaluate and deliver the new hire orientation program including benefits, policies and procedures, stadium tour, organizational structure, conflict of interest training, and introduction to key employees. Responsible for guaranteeing all post hire paperwork is entered into the HRIS and submitted to Benefits and Payroll departments for timely entry. Maintain I-9 documents, verify I-9s and supervise entry into E-Verify to comply with state and federal employment law.
• Training & Development: Identify and recommend program improvements, process improvements, and continual use of technology to streamline communication in order to ensure proper notification of any and all employee communications as well as ensure company is in compliance with all applicable local, state and federal laws.
  Design and deliver training programs, i.e. Supervisor 101, policy and procedures, disciplinary process, performance management tools, employment law and Club best practices in line with VP of HR vision; documentation of employee performance and issues; how to interview; how to properly complete appraisals. Develop training modules as needed. Reinforce accountability at each level of the organization for supervision and enforcement of policy, and relevant laws that many policies are based on. Establish transparent and two way communication between managers and non-management staff through skill development and awareness of policies.
• Employee Relations/Performance Management: Provide counsel and guidance to managers for the performance management program with the result of consistent application of company performance expectations. Monitor performance evaluation program and revise as necessary under the direction of the HRD. Provide assistance on the resolution of personnel related issues; obtains and evaluates information, and coordinate with HRD and HRM when necessary to develop and implement solutions. Idenitfy, design and implement employee relations initiatives such as Cardinals Cultural Committee, diversity and inclusion programs, EXPLORE, First Pitch Program, and other initiatives with focus of reinforcing company culture and goals.
• Keep up on current equal opportunity and common non-discrimination policy. Create and promote diversity-oriented initiatives, minority and protected class inclusion programs and cross-cultural workshops. Produce best practices in diversity material, promoting inclusiveness and ensuring continued compliance with government regulations.
• Maintain compliance with federal and state regulations concerning employment.
• Maintain and carry out processes for employees changes.
• Evaluate the effectiveness of existing programs, policies, and procedures; identify and determine trends and problems requiring review and recommend alternative approaches and modifications.
• Exposure to and creation of highly confidential information while representing integrity and objectivity into all employee related matters. Other duties as assigned by the VP of HR.

Education & Experience Required: 

• Bachelors in Human Resource Management, Business Management, or related field
• 3+ years generalist experience in small to medium size company; or combination of years of experience and education
• 2 years of HRIS experience and creation of adhoc reports
• 2 years of developing and conducting employee training
• 2 years experience in employee relations and recruitment/onboarding initiatives

Education & Experience Preferred:

• Bachelors in Human Resource Management, Business Management, or related field; Masters degree in HR, Business Administration or related field preferred
• 5 years generalist experience; or combination of years of experience and education
• 3-5 years of HRIS experience and creation of adhoc reports; UltiPro experience preferred
• 3+ years experience developing and conducting employee/manager training
• 3+ years experience in employee relations and recruitment/onboarding
• PHR/SHRM-CP Certification preferred

Current Openings for HR Generalist Jobs at St. Louis Cardinals