Senior Human Resources Generalist

Founded in 1971, Gypsum Management & Supply, Inc. (GMS) is the leading North American specialty distributor of interior building products. Our product offerings of wallboard, ceilings and complementary construction products are designed to provide a comprehensive solution for our core customer- building contractors who install our products in commercial and residential buildings. GMS's operating model enables GMS to continue to grow and expand in scope, while maintaining a high level of customer service, promoting an entrepreneurial culture, and preserving the customer intimacy of a local business.

GMS and its family of companies operate a network of nearly 300 building product distribution yards, and more than 100 tool sales and service centers, for customers across the U.S. and Canada. The Field Support Center in Tucker, Georgia serves each GMS location, providing the support needed to enable local teams to deliver outstanding service to contractors and builders in their local communities.

Qualified applicants with arrest or conviction records will be considered for employment in accordance with state and local law.


Position Summary:
The Senior Human Resources Generalist (SHRG) serves as an HR contact for the managers and supervisors within their assigned division and performs a wide range of HR related duties, including employee relations, performance management, training and development, pre-employment screenings, company onboarding/offboarding, policy implementation, employment law/compliance matters, and managing the employee experience.

Duties & Responsibilities:
• Advises and coaches supervisors and managers in the organization and provides quality opinions and guidance on daily HR matters.
• Identifies opportunities to enhance HR processes and functions for greater efficiency and effectiveness.
• Collaborate with leaders to implement and train employees on various HR policies and procedures to ensure adherence to company standards.
Compliance:
• Works with HR Compliance Manager to continuously monitor compliance with company policies, practices, and procedures while consistently maintaining the employee handbook.
• Ensure employees understanding of the GMS Mission, Vision and Values and ensures adherence to company policies and procedures.
• Ensures compliance with hiring practices, including appropriate use of selection tools, offer letters and other compliance requirements.
• Stays abreast of GMS policies and updates handbooks as needed.
• Acts as liaison between Leave Manager, field managers and employees to facilitate leave administration.
• Supports policy implementation, training, and adherence.
• Recommends new approaches, policies, and procedures to support continual improvements.
• Manages random DOT drug and alcohol testing program.
• Manages the Clearinghouse Return to Duty process and follow-up drug testing plans.
• Manages and facilitates last chance agreements.
• Partners with Employment Counsel and HR Business Partner in the creation of separation agreements as needed.
Employee Relations:
• Addresses concerns related to the general work environment, reasonable suspicion, morale, interpersonal conflicts, and employee complaints, including sexual harassment and other forms of alleged inappropriate workplace behavior.
• Conducts investigations in response to employee complaints, including alleged inappropriate workplace behavior.
• Identifies solutions to recurring workplace issues or concerns by collecting/analyzing data as well as relying on personal observation as input into this process.
• Participates in performance and disciplinary meetings, including termination meetings as required.
• Invests appropriate time to build relationships with managers and supervisors by using a service-orientated approach.
• Develops strong relationships with the broader HR team.
Recruitment:
• Demonstrated understanding of non-exempt and exemption status requirements under the Fair Labor Standards Act (FLSA).
• Responsible for posting and maintaining all job requisitions in the dedicated division.
• Assists with job description creation and maintenance as necessary.
• Determines applicant qualifications by interviewing applicants and analyzing responses as needed.
Performance Management:
• Conducts group and individual trainings to support business initiatives and compliance efforts.
• Works with Managers and Supervisors in managing employee performance to drive a culture of productivity.
• Ensures performance improvement plans are created for underperforming employees and coaches managers and supervisors in supporting employee’s success.
Training & Development:
• Conducts training for employees on various HR-related topics to incl