HR Generalist (United Group)
Description:
POSTED 1/14/2025- The United Group of Companies, Inc. – celebrating over 50 Years in business - is a full-service, vertically integrated leader in real estate development and management with over 50 years of industry expertise. Our mission is to develop, build, and acquire vibrant communities where our residents, investors, partners, and commercial clients feel welcome, connected, and fulfilled. Our commitment to innovation sets us apart and is evident in our award-winning lifestyle programs. We firmly believe that where you live, and work, should be an experience that enriches and improves your life. United Group provides a place to call home and a space where businesses thrive in all communities we join.
We are honored to have been voted by our employees as one of the Albany Times Union's Top Workplaces for eight consecutive years, along with being named a national Top Workplaces USA employer for four consecutive years, most recently for 2024. We are also thrilled that our management company, United Plus Property Management (UPPM), has earned the Accredited Management Organization (AMO®) of the Year Award for 2024! To learn more about us, please visit our website: https://www.ugoc.com
We have an immediate need for an HR Generalist to join our team at our Corporate office in Troy, NY. This is a full-time role, reporting to the Director of Human Resources, and responsible for the following:
General HR Administration • HR Z:Drive - organizing files/emails and maintaining recordkeeping; updates folders/organization as needed; ensuring current and historical information readily available and accessible. • Company Directory – collaborating with the Office Manager to review and oversee the Company Directories each month to ensure all new hires, promotions, transfers, and terminations are properly reflected and communicated Company-wide. • Job Descriptions – managing the Company’s job descriptions to include annual updating of responsibilities; reviewing/updating as appliable during the recruitment process. • Owner’s Reports – reporting on HR related information for Monthly Owner’s Reports.
Recruitment + Selection • Processes + Procedures - understanding routine recruitment/staffing process and procedures to ensure that they are maintained, and that departmental goals are achieved. • Recruitment Matrix + Personnel Tracking - managing and updating the Recruitment Matrix on a monthly basis; submitting/uploading the Recruitment Matrix to Management Sharepoint on a Monthly basis; managing and updating New Hire Tracking spreadsheets on a daily basis as positions are opened/closed. • Staffing Notification Forms + Recruitment Requests - initiating or responding to recruitment requests; ensuring timely completion of Staffing Notification FormsRecruitment Strategy - scheduling Recruitment Strategy Meeting with the hiring Manager(s); updating or creating job descriptions and job ads, interview plans, and related action items; assisting with interviewing as needed for Corp and/or Site level positions. • Job Ads + Requisitions – managing and placing new job ads; overseeing the candidate pipeline; applicant sourcing and resume screening; driving and maintaining regular communication with hiring Managers; and closing job ads in a timely fashion. • Career Fairs + Recruitment Events – identifying and attending career fairs or related recruitment activities; preparing event materials such as signage/banners, collateral, giveaways, etc.; following up with candidates and distributing resumes to the appropriate hiring Managers. • OneDay for Recruitment – managing and utilizing the OneDay app for recruitment purposes; recording and sending OneDay videos to prospective or final candidates; driving larger Company initiatives relating to using OneDay for recruitment purposes. • PXT + PSA Assessments – managing the PXT and PSA Assessment process for evaluating final candidate to make the best hiring decision; scheduling of PXTs, following up with candidates; distributing results to hiring Manager(s) and coordinating the phone debrief with JV Consulting; making recommendations for new Performance Models to implement and providing necessary information to conduct a differential analysis; ordering and tracking of PXT meter usage for bill-back purposes. • Applicant Follow Up & Pipeline - communicating follow up to applicants who were not selected for Corporate positions; establishes ongoing relationships with potential future candidates when applicable. • Turnover Reporting – analyzing and evaluating turnover statistics; providing consistent reporting for turnover analysis and understanding, data collected from exit interviews and turnover reporting via ADP’s Workforce Now Portal. • Organizational Charts (Canva) - creating and updating the Company’s Organizational Charts to keep reporting relationships current and to assist with organizational planning, as needed or on a Monthly basis
Assists with: • Reference Checks - performing employment related references for final candidates (Corporate or Site). • Temp Staffing - coordinating temp staffing needs with direction from DoHR; maintaining relationships with Temp Agencies. • Recruiter Relationships – maintaining relationships with recruiters; identifying when a recruiter may be needed and seeking necessary approvals; compares pricing/utilization and evaluates cost/pricing.
Off-Boarding + Terminations • Off-Boarding Process - managing the off-boarding process to completion; ensuring Off-boarding Checklists are sent and completed timely. • Employee Exit Surveys - ensuring that Exit Interview surveys are sent and monitored for responses; reviewing survey results and providing actionable/noteworthy feedback to DoHR with suggested next steps. • Department of Labor + Unemployment - processing and responding to Department of Labor / Unemployment Requests based on details of separation; consulting with DoHR on appropriate responses.
Employee Engagement + Retention • Event Planning - managing the Company’s employee relations and event programming including the research, planning, and executing of the following types of events/initiatives, such as: Valuing Diversity + Difference, employee and maintenance appreciation, team building, health/wellness, philanthropic events, baby showers, engagements, holidays, and related.Meetings + Preparation - scheduling and leading Event Planning Meetings as needed; preparing and updating Event Planning Meeting Agendas prior to convening; understanding budgets and related costs in advance of event planning. • Anniversary Program – planning yearly Anniversary recognition program; calendaring milestone anniversaries for HR and Marketing for monthly Blog Posts; sending Anniversary recognition emails on day of anniversary; coordinating florals, etc. as applicable; planning and executing annual Anniversary Celebration Event, including venue selection, menu, program outline, travel coordination, awards, and gifting, etc. • Employee Engagement Survey Feedback Initiatives - managing employee engagement surveys: Times Union / National Top Workplaces; Best Places to Work; sending surveys to applicable employee groups, understanding deadlines for completion, reviewing results with DHR/CHRO and creating actionable items to sustain positive reinforcement and effectuate change for areas of improvement. • Blog Posts: creating content and ensuring timely blog posts for new hires, promotions, and milestone anniversaries, etc. in partnership with the Marketing Team. • Company Newsletter – scheduling reoccurring meetings, follows up with responsible parties to ensure timely production and completion in accordance with deadlines, and overseeing distribution to employees. • Scrapbook – managing the Company’s Scrapbook; selecting themes, sending out reminders, showcasing of photos with appropriate captions/information.
Worker’s Compensation & Safety Programming • Pure Safety Program - managing the Company’s “Pure Safety” Program and related safety initiatives. • Occupational Safety + Health Administration (OSHA) - maintaining knowledge of OSHA requirements; managing the annual OSHA Reporting (300/300A). • Safety Handbook + Procedures - establishing and maintaining Standard Operating Procedures (SOP’s) for safety; Safety Handbook; creating and developing of forms and guidelines for property management Safety meetings. • Safety Committee Meetings - coordinating/schedules Safety Committee meetings as needed (i.e., biannually); maintaining Safety Binder / recordkeeping with meeting minutes and related materials. • Company Driving Program - maintaining Drivers List (Company Vehicles) and license monitoring systems (by State): NYS Driving Lens Program and Samba Safety; managing online safety training for new hires and current drivers to ensure compliance and safety. • Safety Training - coordinating Safety training and programming for Corporate + Site staff; working with CHRO and CFO to conduct safety training for newly hired and promoted managers; scheduling of annual site Safety Inspections to mitigate hazards and workplace injuries. • Worker’s Compensation Insurance + Reporting - working with HR management, Department Heads, and insurance broker to understand insurance requirements; reporting Worker’s Compensation injuries: collaborating with DoHR on initial report of work-related injuries and provides timely and thorough accident reporting to insurance carrier; works closely with the injured employee and case manager throughout claims process; reviewing reports of First Aid Incidents and reportable injuries to determine possible preventative actions; taking immediate corrective actions as required
Payroll Processing • Payroll Back Up – serving as the dedication back up to the Compensation + Benefits Manager on scheduled time off absences to process Corporate and/or Site Payroll.
Compliance • Continuing Education + Employer Responsibilities - attending related federal or state trainings/webinars to understand employer requirements, federal and state regulatory compliance.
Qualifications • Bachelor’s degree in Human Resources or a related field. • Human Resources / Generalist experience with SHRM Certification preferred. • HRIS experience, preferably ADP + Workforce Now. • Demonstrates integrity on a personal and professional level. • Exceptional leadership and communication skills. • Ability to solve problems involving employees and with challenging and complex, confidential situations. • Detail oriented; regards prompt follow up to open issues as a priority • Professional presentation to be compatible with the established guidelines of United Group. • Ability to conduct business with enthusiasm, assertiveness, and have the ability to serve as a role model for colleagues exuding a positive attitude and professional decorum
Scope + Compensation • Hourly, non-exempt position; $29.00 - $31.00 per hour. • Minimum 40 hours per week; additional hours as required and regular schedule to be consistent with established hours of operation for the Corporate Office. • Compensation commensurate with level of experience and job requirements. • Paid sick, personal, and vacation time off as outlined for all employees similarly situated. • A portion of the single health insurance premium paid towards employee health insurance. • Additional benefits offered to other full-time employees of United Group
Benefits & Time Off • Medical – Highmark BlueShield of Northeastern NY – 3 insurance plans with HSA options; eligibility 1st of the month following 30 days. • Dental + Vision – eligibility 1st of the month following 30 days. • Life Insurance – Company paid Basic Life Insurance Policy (1x Annual Salary) with additional Voluntary Life Plans; eligibility 1st of the month following 30 days. • 401K Retirement Plan – Voya Financial; Employee Contribution Eligibility at 1st of the month following 90 days; eligible for Employer Match after 1 Year of Service; up to 4% Company Match. • Additional Benefits – Employee Assistance Program; United Concierge Medicine (24/7 telemedicine service, including Mental Health); Calm App premium subscription; Learning Care Group (childcare tuition discount); Dependent Care FSA; Tuition Assistance Program. • PTO –Personal (24 Hours), Sick (56 Hours), and Vacation Time (80 Hours; escalated based on years of service up to 160 Hours); eligibility after 90-day Introductory Period. • Holidays – 10 Company Paid Holidays.
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, or any other protected class covered by law