HR Generalist II

Scope of the Role

The Human Resource Generalist (HRGII) is responsible for execution of the daily functions of the Human Resource (HR) department including employee life cycle, recruitment support, HR employee compliance, and employee engagement. The primary role of the HRGII is to ensure daily HR functions are maintained in an efficient, high-quality manner. The HRGII responsibility spans the entirety of the HR function and is widely diverse.

The HRGII serves Golden Spread Electric Cooperative, Inc. (GSEC) Members by fostering a positive employee experience, maintaining compliance, supporting workforce readiness, and ensuring HR operations run effectively so employees can focus on delivering value to the Member systems and communities we serve.

This position requires a high level of confidentiality and discretion, the ability to manage relationships both internally across the Cooperative and externally, a high attention to detail and accuracy, initiative, sound judgement, and empathy. While this role is an individual contributor, the HRGII is responsible for cross training, taking initiative, finding solutions, and escalating when needed. This role is also responsible for exhibiting GSEC’s and our Member’s cooperative culture.

Essential Job Functions

• Manage the data being entered into all HRIS including Paycom, Echo Span, Power Apps, SharePoint, Online Organizational Charts, BI, Teams, ACES, LinkedIn, Access Profiles, and any additional systems added as needed.
• Be the subject matter expert of all HRIS software, troubleshooting issues and training the team on more efficient processes and releases.
• Act as the IT department liaison.
• Support the recruitment and selection process from start to finish by consulting with hiring managers, leading interviews as needed, support Golden Spread branding, and ensuring the process is followed.
• Manage the internship program from initial requisitions to exit interviews and lessons learned.
• Manage the entire employee life cycle from onboarding in the HRIS software, internal employee movements, to offboarding in the HRIS software including PAFs and offer letters.
• Responsible for the HR employee compliance function including i-9s, worker’s compensation and audit, digital certificate background checks, ADA requests, FLSA classifications, general liability audit.
• Responsible for the HR Safety Initiative by serving on the Safety Committee, managing the worker’s compensation process, claims, and filings, hosting trainings, filing OSHA 300 and 300A reports, and pandemic preparedness and protocol.
• Conduct new hire, stay, exit, and satisfaction surveys as needed and participate in the review and recommendation process with the team.
• Manage the bi-annual employee engagement survey process including facilitating the action plan response initiatives.
• Host employee engagement activities and serve on the Employee Events Committee.
• Serve on both Change Leaders and Wellness Committees as an HR team member. Lead the Wellness initiative.
• Serve as the backup benefit administrator.
• Other duties as assigned.
• Complexity of Problems
• Intermediate: Under minimal supervision, the HRGII performs HR duties involving contact with and exposure to
• confidential materials and information where sound judgment and initiative are required.
• Intermediate: Receives general guidance and direction to perform other work with substantial variety and
• complexity requiring decision making responsibility and ability to exercise discretion.
• Intermediate: Ability to thrive under pressure and execute within strict deadlines, possess a strong work ethic,
• strong organizational skills and pay high attention to detail.
• Intermediate: Must be able to analyze a situation to identify the root cause of problems and recommend
• solutions.
• Internal and External Contacts
• Internal Contacts: All levels of employees within the organization.
• External Contact: Member, other utilities, HR vendors, government agencies, and other firms or organizations.

Education, Knowledge, and Experience Required

• Bachelor’s degree in human resources or related field or equivalent in relevant experience required.
• Minimum of 3-5 years’ progressive experience in an HR function preferred.
• PHR or SHRM-CP certification preferred.

Experience working in HRIS preferred

• An ability to thrive in an environment where priorities change daily, and where employees wear many hats,
• detailed-oriented and thrive in a fast-paced environment. The ability to think "outside the box" and prioritize
• tasks and decisions in a timely manner.
• Responsive and customer-focused with an extensive understanding of confidentiality and emotional intelligence.
• Responsive and employee-focused with a demonstrated use of professional judgment.
• Exceptional verbal and written communication skills.
• Work location: Amarillo, TX

In-Office (Not Remote)

Competencies

Collaboration – Core Competency

Ethics & Integrity – Core Competency

Deliver Results – Core Competency

Attention to Detail

Self-Management

Relationship Building

FLSA Status: Exempt