Description

About Shared Assessments

Shared Assessments is a global membership organization dedicated to developing best practices, education, and products to drive third-party risk assurance. We are the creators of the industry standard Third-Party Risk Management Products used by more than 15,000 organizations worldwide.

Recruiting only from the following states: New Mexico, Texas, North Carolina, Georgia, New Jersey, Florida, Minnesota, Missouri, Arizona, West Virginia  

About the Role

The Human Resources Generalist manages the daily functions of the Human Resources (HR) Department including recruitment and onboarding, administering leave and performance management, coordination of benefits, employee relations, supervising HR staff, and enforcing company policies and practices. This is 100% remote position, managing HR responsibilities for a 100% remote organization.

Shared Assessments validates right to work using E-Verify. Shared Assessments will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm work authorization.

Shared Assessments is an equal opportunity employer and is committed to providing a workplace free from harassment and discrimination. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, gender identity or expression, age, marital status, veteran status, disability status, or any other status protected by federal, state, or local laws or regulations. 

Requirements

Overall Responsibility for HR Function at Shared Assessments

• Responsible for the administration of 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.
• Responsible for responding to employment-related inquiries from applicants, employees, supervisors, and outside agencies, referring complex and/or sensitive matters to the appropriate staff or outside counsel.
• Provides HR policy guidance and interpretation. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with senior management and outside legal department as needed/required.
• Ensures compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Oversees HR and benefits coordination and record keeping with parent company. 
• Performs other duties as required.

Recruitment and Hiring

• Responsible for the talent acquisition process, including recruitment, interviewing, and hiring of qualified job applicants, both internally and through recruitment agencies. 
• Oversees the background check and employee eligibility verification process and record keeping for employees. 
• Oversees the development of contract terms for new hires, promotions, and transfers, seeking recommendations from outside counsel when necessary.
• Responsible for compliance with documentation and retention requirements for the hiring process. 

Training, Development, and Performance Management

• Provides new hire orientation and employee recognition programs.
• Responsible for the overall performance management process for the company, including the individual goal setting, annual performance review cycle, probationary review process and performance improvement process and all associated record keeping. 
• Responsible for ensuring compliance with mandatory and non-mandatory training, continuing education, and work assessments.
• Provides oversight and support to management and outside counsel with employee disciplinary meetings, terminations, and investigations.
• Creates learning and development programs and initiatives that provide internal development opportunities for employees.

Compensation

• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Collaborates with departmental managers to understand skills and competencies required for openings and assists with drafting and maintaining of current job descriptions. Prepares and maintains job descriptions for each position in the organization; ensures descriptions accurately reflect the work being performed by incumbents. 
• Partners with Senior Management and Finance to ensure compensation recommendations align with the annual budget.
• Assesses jobs and their respective duties to determine classification as exempt or nonexempt and appropriate salary range. Prepares and maintains job classifications and salary scales.
• Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.

 Supervisory Responsibilities

•  Oversees the scheduling, assignments, and daily workflow of subordinate staff in the department.
•  Proven experience leading teams to success.
•  Recruits, interviews, hires, and trains new staff. 
•  Oversees the daily workflow of the department.
•  Provides constructive and timely performance evaluations.  
•  Handles discipline and termination of employees in accordance with company policy. 

Applicant must have dedicated, quiet space for working remotely with reliable internet access.