JOBS

The Human Resources Generalist is responsible for supporting the full employee lifecycle, including full-cycle recruiting, onboarding, employee communications, and HR operations. This role partners closely with leadership and employees to deliver a seamless HR experience while ensuring compliance with employment and labor laws and company policies. Minimum compensation for the Human Resources Generalist is $61,082 annually. Compensation is determined by a candidate’s experience, education, skills, training, and the internal equity within our organization. Actual compensation to be paid will be determined upon an offer. In addition to a competitive compensation package, regular full-time corporate employees of Jel Sert are eligible for our extensive benefits programs that can be reviewed here. Below lists half the responsibilities, to view full details, click on Apply Now.

• Talent Acquisition
  • Assist in developing and implementing effective recruitment plans to meet the organization’s hiring needs.
  • Manage full-cycle recruiting for assigned roles, including posting positions, sourcing candidates, coordinating interviews, and supporting hiring managers through selection decisions.
  • Create and update job descriptions, including but not limited to: researching relevant position descriptions online, meeting with supervisors and/or employees to clarify job duties, including physical demands, and ensuring the job description meets SQF requirements.
  • Analyze recruitment metrics by tracking and analyzing data to identify areas for improvement and optimize the hiring process, maintaining the FY recruiting report weekly.
  • Stay informed on industry trends to guide and enhance recruitment strategies.
• Sourcing, Screening, and Selection
  • Build a candidate pipeline by creating and maintaining a database of qualified candidates for future opportunities.
  • Sourcing candidates by identifying and attracting potential candidates through various channels, such as job boards, social media, networking events, and employee referrals.
  • Screening resumes and applications to identify candidates who meet the minimum requirements.
  • Conduct phone screens and in-person interviews to assess candidates’ skills, experience, and cultural fit.
  • Evaluate candidates using various assessment methods to evaluate their suitability for the role.
  • Make recommendations to hiring managers on which candidates to move forward with.
  • Engage potential candidates by building relationships and maintaining communication throughout the recruitment process to ensure goals are achieved.