Human Resources Generalist

Requirements

• Bachelor's degree (BA, BS) in relevant field from a four-year College or University or a combination of education and applicable experience.
• Minimum of 3 years of Human Resources experience.
• CERTIFICATES, LICENSES, REGISTRATIONS
• Professional certification such as PHR or CPC certification is preferred.
• ADDITIONAL REQUIREMENTS
• LANGUAGE SKILLS
• MATHEMATICAL SKILLS
• Ability to calculate figures and amounts such as percentages; ability to apply concept of basic algebra, budgeting. Exceptional attention to detail and commitment to data accuracy.
• TECHNOLOGY SKILLS
• Strong Microsoft Office skills, particularly Excel (formulas, data analysis, charting) and PowerPoint (presentation development).
• REASONING ABILITY
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, o

Benefits

Additional Information

The New York Independent System Operator (NYISO) manages the efficient flow of electricity on more than 11,000 circuit-miles of high-voltage transmission lines, dispatching power from hundreds of generating units across the state. The New York Independent System Operator (NYISO) applies cutting-edge technology to operating a reliable electricity system, managing competitive markets for wholesale electricity, and planning for the Empire State's energy future. The NYISO's Human Resources department invites applications for a full-time Human Resources Generalist to join our team. The Human Resources Generalist, partnering with Human Resources Managers will perform specialized duties in different disciplines within the HR function; providing high-level support in the administration of human resources programs. In addition to providing support the HR Generalist will manage special projects assigned by the VP of Human Resources. This role will support the team in the functional areas of Performance Management and Succession Planning. This role will take an active lead in the implementation of a new performance management system and updating processes. ESSENTIAL DUTIES and RESPONSIBILITIES Advise management on the formulation and administration of plans and policies for Human Resources activities, ensuring consistent application of HR programs and practices. Serve as a liaison with internal business groups to complete tasks as related to assigned functional areas. Provide comprehensive administrative support throughout the entire employee life cycle, including recruiting, onboarding, promotions, transfers and termination. Process HR related expenses and contribute to budgeting efforts. Assist in the development, revision, communication, and implementation of Human Resources policies, procedures, and related process documentation. Draft and distribute clear, effective HR communications to employees Provide cross-coverage and backup support for other HR Generalists across functional areas, adjusting priorities based on workload demands and seasonal cycles. Assist with or participate in professional development sessions, trainings, or seminars to support continuous learning and compliance requirements. Uphold all compliance standards and confidentiality requirements, including OFCCP, DOL, and internal HR policies, and maintain accurate, audit-ready records. Maintain effective working relationships with applicable vendors and partners (e.g., benefits, recruiting, internal business units, and HR service providers) and coordinate issue resolution as needed. Perform additional duties as assigned. JOB SPECIFICATIONS BY FUNCTIONAL AREA The job specifications below describe additional duties required depending on the functional area(s) assigned. These specifications supplement (and do not replace) the Essential Duties and Responsibilities, and Additional Requirements in this description. Performance Management & Succession Planning Support Support HR Management with employee relations matters as assigned, including intake, documentation, and meeting coordination. Coordinate and track performance management cycle activities and succession planning activities including timelines, communications, and required documentation. Track and analyze succession plans and employee relations case trends across business units Assist with the coordination and documentation of the Dual Career Path Program Contribute to presentations and trainings on Performance Management and Succession Planning. Draft and/or maintain written summaries, process guides, and employee communications with attention to accuracy and confidentiality SUPERVISORY RESPONSIBILITIES None

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Company Intel

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