Describe workplace organizational structure.
Describe workplace policies and procedures.
Demonstrate an understanding of general ideas regarding workplace ethics, interpersonal communication, and workforce management.
Practice active listening and complex problem solving when handling customer inquiries.
Maintain and practice a high level of social emotional intelligence and confidentiality.
Talent Acquisition Strategies
Learn and employ methods to identify workforce needs.
Partner with internal managers and executives to pioneer and design talent acquisition strategies.
Define talent acquisition goals and deadlines to be met by internal managers and teams.
Identify a set of human resource metrics to define the success of talent acquisition strategies.
Collaborate with internal teams to identify best practices when reaching out to various platforms to identify and source talent, i.e. LinkedIn, indeed, specific job posting sites.
Manage the selection process, including reaching out to potential candidates for phone screenings, behavioral or technical interviews, relevant competency assessments, and/or performing a background check.
Plan with internal teams to identify potential partnerships with local state colleges or universities to recruit college graduates for internships, CO-OPS, full-time or part-time roles.
Designate a specific timeline for end to end recruiting for each platform and method of acquiring talent.
Employee Onboarding and Documentation
Schedule times to check-in with new employees to perform required onboarding paperwork and documentation.
Designate a time to answer questions about the benefits and compensation package offered by the hiring company.
Act as a liaison between the hiring manager and new hire(s) during the onboarding period to answer questions about company culture and values.
Schedule any background checks, drug screenings, and training the new hire will have to perform before starting their role.
Employee Development and Training Frameworks
Develop upskilling and succession plans through collaboration with colleagues.
Define the set of competencies and skills required to be met by each employee and role in order to be promoted.
Lead internal training on new human resource laws, policies, and benefits offered by the federal, state, and/or local government, and company.
Update internal training frameworks and materials maintain relevance to the current workplace and labor market.
Create working groups to support talent development at each level of the company in order to ensure employees feel invested in and motivated.
Talent Engagement and Retention
Execute and coordinate talent retention programs.
Generate ideas for retention programs or improvements to existing programs
Review key human resource metrics to obtain insights on employee engagement and retention rating.
Prepare documents and materials for bi-annual or annual employee performance evaluations throughout the company.
Human Resources Information Systems
Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations.
Identify risks to confidentiality within the system and make suggestions for how to further protect confidentiality.
Create specific reports for leadership and interpret data for specific insights.