HUMAN RESOURCES GENERALIST II

LISI AEROSPACE is ranked 60th in the global aerospace value chain and specializes in the design and manufacture of high-tech metal components to enhance aircraft safety and performance. Active since 1950 in the fastener market (no. 3 worldwide), LISI AEROSPACE has been a recognized player in metal components for aircraft engines and airframes since 2011. With its dedication to industrial excellence, LISI AEROSPACE aims to become a leader in costs, quality, deadlines and workplace safety. This mindset is represented at every level of our company and by all of our team members. At LISI AEROSPACE, we focus above all on advancement and flexibility. Every employee is empowered and has the latitude they need to carry out their assignments and develop their skills. We provide this mobility and training through our Corporate University, the LISI Knowledge Institute (LKI). As a result, our company is growing fast and always welcoming new talents.


SUMMARY

Responsible for supporting the assigned workforce in all areas of Human Resources, including employee relations, workforce planning, job descriptions, compensation, performance management metrics, and training. Oversees assigned factory or facility Human Resources practices and ensures consistent administration of policies, procedures, programs, Health, Safety, and Environmental and quality standards.


ESSENTIAL DUTIES AND RESPONSIBILITIES

Other duties may be assigned. Reasonable accommodation for disabilities may be made for one or more of the following:

• Ensures assigned areas are properly staffed.
• Facilitates and assists in interviewing and hiring; makes recommendations to the hiring supervisor/manager on qualified staff candidates to be considered.
• Plans and conducts new employee orientation to foster a positive attitude toward company goals.
• Maintains employee records in compliance including but not limited to I9’s, Leaves of Absence, medical documents, and other personnel documents.
• Maintain accurate and up-to-date records of all activities. Must maintain integrity and data accuracy in all functions.
• Handle confidential information with the utmost care and discretion, including secure access to all documents by only authorized personnel.
• Ensures the required leave of absence forms, including but not limited to the Family Medical Leave Act (FMLA)/California Family Rights Act (CFRA), are provided to employees when a possible leave of absence is needed.
• Conducts Interactive Processes with employees and their supervisors to ensure reasonable accommodations are being provided as needed.
• Provide frontline support on benefit questions from employees. Elevates benefit issues to as needed.
• In coordination with HR site leader, trains management in interviewing, hiring, terminations, promotions, performance management, safety, progressive counseling, and anti-harassment.
• First escalation point for employees in resolving conflicts/complaints. Investigate, document, and summarize complaints and prepare findings with resolutions for review by the Manager of Human Resources.
• Responds to employee inquiries regarding policies, procedures, and programs as needed.
• Administers and participates in company programs such as service awards, performance-related pay, and other incentive systems.
• Prepares internal employee communications regarding company announcements and policies as assigned.
• Provide direction and problem-solving support to managers on employee relation issues.
• Consult with managers to develop effective documentation for performance improvement/disciplinary documents.
• Review management disciplinary actions to ensure compliance with company policies and state and federal fair employment laws. Make alternative recommendations as appropriate.
• Develop a strong partnership with the factory supervisors/managers and understand the goals and objectives of their assigned production group/unit; make recommendations and identify solutions regarding human resources policies and practices to support production group/unit goals.
• Coordinates employee communication meetings with upper management.
• Ensures the compensation program is properly administered and works with HR management to resolve compensation issues.
• Prepares employee separation notices and related documentation, conducts exit interviews to determine the reasons behind separations, and provides the separating employee with the required employee separation forms and notifications.
• Maintains metrics and statistics on turnover, recruitment, and employee relations for assigned areas.
• Ensures organizational charts are maintained and kept up to date.
• Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions