Promesa
posted about 2 months ago
Under the supervision of the Director of Human Resources, the Human Resources Generalist plays a crucial role in providing a wide variety of both complex and routine HR administrative services. This position is essential for assisting in the day-to-day functions of Human Resources, which encompass several key areas including Human Resources Information Systems (HRIS), Employee Relations, Recruiting, Training and Development, and Employment and Compliance. The Generalist is expected to manage organizational-wide position control systems to ensure adherence to the annual budget while accurately maintaining staffing and full-time equivalent (FTE) levels, as well as appropriately tracking vacancies. In addition to managing job postings and the career website to reflect current vacancies, the Generalist will participate as a key member of the HR team during the implementation and upgrades of new HRIS and Payroll systems. This role is responsible for accurately processing all employee and consultant status changes in the HRIS, which includes new hires, terminations, promotions, and transfers. The Generalist will also manage the 1199 SEIU longevity increase process, calculating increase amounts as stipulated by the collective bargaining agreement (CBA) and processing approved increases. Furthermore, the role involves managing the co-pay reimbursement process for 1199 SEIU members, reviewing medical receipts for eligibility, and processing monthly reimbursement registers for fund disbursement. The Human Resources Generalist will conduct monthly sanctions and exclusions screening of employees and vendors, ensuring compliance with regulations set by the Office of Inspector General (OIG) and the Office of Medical Inspector General (OMIG). This position also serves as a liaison for Payroll/Finance, working closely with the Controller to resolve discrepancies between HRB and PayEx. The Generalist will produce various HR-related reports for compliance tracking and maintain knowledge of existing and proposed federal and state labor laws to ensure compliance with legal HR-related issues. Active participation in departmental and organizational meetings, trainings, and workshops is also required.