Human Resources Generalist - Isabella Bank : Job Details

Position Title: Human Resources GeneralistReports To: Human Resources DirectorGeneral Purpose:Responsible for various areas of Human Resources while focusing on the recruiting, payroll, and other necessary task-oriented functions. Responsibilities:

• Assists with the payroll process.

• Responsible for backing up the company's recruitment process. This may include attending job fairs and following the banks process for posting and hiring positions.
• Interviews candidates and assists managers with interviewing as needed to assist recruiting staff.

• Keeps records and performs data entry in the HRIS, employment logs, and performance reviews.
• Perform frontline customer service including password resets and general Human Resource questions.
• Performs updates to the intranet including but not limited to classified ads, employee directory, and HR library requests.
• Prepares and updates information for new hires, transfers, terminations, and promotions.

• Assists other Generalist with helping hiring supervisors with creating training programs for new staff members.

• Acts as the administrative assistant for the members of the Human Resource team.
• Perform scanning and filing duties related to the Synergy system.

• Responsible for updating the content for the company's Human Resource Intranet page.

• Other job duties as assigned.

Qualifications:Education/Experience

• Bachelor's Degree required - Human Resources degree preferred
• PHR/SHRM-CP certification preferred

Skills

• Effective organizational, oral and written communication skills
• Ability to work on multiple projects simultaneously, managing time and resources to ensure work is completed efficiently and within established time frames
• Ability to be self-motivated and work independently as needed
• Fluency in Microsoft Office

Isabella Bank is an AA/EEO employer. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees 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)