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HR Generalist in Mansfield, Ohio at Startek

Date Posted: 4/20/2019

Job Snapshot

Job Description

Position Summary: Provides Human Resources support and direction to managers, supervisors and employees for the purpose of supporting the business initiatives, enhancing organizational performance and improving employee morale. Responsible for implementation of human resources practices, policies and procedures including compensation, benefits, discipline, coaching, legal compliance, employee relations, processes employee forms, maintains the employee filing, manages payroll discrepancies, conducts/supports new hire orientation, and acts as advocate of an employee through the employee lifecycle. May assist with recruiting support, as needed.

Essential Duties & Responsibilities:

•Employee Relations and Change Management: Works with HRM and line management to ensure the following processes are handled properly:
oNew Hire orientation.
oManages employee change requests, initiates paperwork and sends to HRIS for input into Lawson (employee changes if self-service is not working, promotion, new role/assignments, demotion, team change, position code creation)
oSupports and processes salary or pay changes, via pay discrepancy tracker (spot bonus, pay discrepancies, PTO corrections).
oSupports performance management: ensures annual reviews are completed and merit increases processed, working with line managers to ensure reviews are conducted and agents receive timely and effective feedback.
oPerforms various HR functions to support the business unit which could include but is not limited to internal staffing, compensation and benefits support, leave administration, performance management.

•Employee Relations and compliance: Works with HRM and consults with line managers and employees on employee relations issues and problems in order to ensure that employees are fairly and equitably treated and to ensure legal guidelines are followed so that the business is protected. Partner with HR Manager on complex issues.
•Maintains employee lifecycle survey process, along with HRM, seeking to recommend solutions and to deliver high quality retention programs that result in the Business Unit’s improved performance and employee retention.
•Provides guidance to supervisors in the use and application of Human Resource policies and practices. Partner with HRM in delivering training to business unit(s) on HR policies and processes.
•Under the guidance of the HR Manager, may investigate and respond to employment-based claims from FCC, EEOC and other federal, state or government agencies.
•Coordinates and assists on projects as assigned by the HR Manager; and may be asked to support or help with recruiting
•Promote workplace safety
•Perform exit interviews

Job Requirements

•1-2 years prior call center and/or experience in working in Human Resources.
•Bachelor’s degree or equivalent experience.
•HR certification preferred
•Able to multi-task, have demonstrated organizational, detail orientation, prioritization skills and time management skills to ensure that work related activities are completed in an accurate and timely manner.
•Ability to work effectively in a team oriented, high demand and fast paced environment.
•Ability to maintain high level of confidentiality and work with highly sensitive data and information.
•Solid communication skills to effectively deal with various levels of management, staff and/or outside contacts.
•Demonstrated interpersonal skills to work effectively in a team environment and maintain a professional and positive manner.
•Effective listening skills to ensure understanding of instructions and directions and effectively communicate progress and problems to co-workers and management.
•Familiarity a variety of office equipment, standard software packages and application and use of personal computers to include the Microsoft Office suite of products.
•Compliance – Understanding of key policies or legal practices that could impact business decisions. Understands company handbook and policies and can apply these in execution of job duties.
•SOP Compliance – understands T1/T2 HR Sop’s and/or HR Playbook and executes accordingly
•Leveraging Inclusion – Can incorporate diversity throughout the organization.
•Employee Champion – Able to increase employee morale, commitment and contribution through listening to their needs and responding with needed processes and products.
•Performance Management Application – Applies performance enhancement tools and processes consistently across the organization to support a culture of empowerment and high performance.
•Coaching and counseling – Influences and changes individuals’ behavior and beliefs through a discovery process.
•Interviewing skills - Plans and executes a detailed process to uncover needed information about candidates when interviewing (not a primary task, but may be asked to assist recruiting)
•Conflict resolution/negotiating skills – Resolves differences impartially through “win-win” solutions.
•Human resource functional knowledge – Uses knowledge of Human Resources systems (e.g. staffing, career development, compensation) and accesses Subject Matter Experts to support the development of Human resources programs and processes.
•Business partnership – Able to proactively and continually collaborate with clients and colleagues to ensure needed business outcomes.
•Communication - Excellent oral, written and interpersonal skills to effectively deal with all levels of personnel.
•Problem resolution – Proven ability to analyze problems and solve them creatively.
•Ability to maintain high level of confidentiality and work with highly sensitive data and information.
•Travel may be required to attend work related meetings and training sessions.
•May be required to work a flexible schedule that provides needed coverage for customer service levels and/or time-sensitive projects. Incumbent must be able to support operations which are opened weekends and evenings. All employees must be willing to work all shifts, overtime, holidays and emergency shifts as required.
•Able to maintain a regular work schedule to meet the needs of the business.
•Required to read and follow all company policies and procedures.
•Support and model the company values.

“STARTEK is an Equal Opportunity Employer”


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