HR Generalist III

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Requisition ID: 22550 REV-O is the manufacturer of two industry-leading ambulance brands that build Type 1, Type 2, Type 3, and medium-duty models: Road Rescue & Wheeled Coach.  With a legacy and passion to deliver mission-critical durability, our ambulances are born to perform under the most demanding conditions—and built to be as unbreakable as the spirit of those we serve. Our proud, devoted team takes tremendous pride in the vehicles we build and the first responders who use them every day.   REV-O is part of the larger REV Group (NYSE: REVG), a leading manufacturer of specialty vehicles for the fire & emergency and recreation markets. REV Group’s extensive vehicle line-up includes models such as ambulances, fire trucks, terminal trucks, RV’s and much more. Our 6,500+ employees continuously demonstrate their commitment to building innovative and reliable vehicles that our customers can depend on whether for a family trip across the U.S. or when responding to an emergency. Rev Group is a veteran friendly employer and hires over 200 veterans and or those transferring out of the military each year.

The HR Generalist III is responsible for providing core HR services to employees within their business unit to help drive our mission.  This is a critical role in ensuring a positive employee experience for the entire employee lifecycle.  The HR Generalist III provides support in all facets of HR, working with the Centers of Excellence (COE’s), supporting employee onboarding, offboarding, retention, HR program administration, change management, employee relations, talent management, coaching, policy interpretation, and application.  This position leads through proactive influence, at all levels of management within the business unit.

 

Essential Duties and Responsibilities:

• Establish yourself as an HR Business Partner to assigned leaders to provide exceptional Human Resources support.
• Develop positive working relationships through on-site and floor presence with local management and employees to influence and coach them on effective employment practices.
• Continuously identify changes, gaps, and inefficiencies in existing processes and programs; provide standardization, simplification, and improvement recommendations.
• Support staffing needs, in coordination with Talent Acquisition.  This may include candidate screening, scheduling, and participating in job fairs.
• Guide, mentor, and collaborate with people leaders to ensure a positive work environment is created.
• Work in partnership with local management on various employment matters including performance management, employee inquiries or complaints, as well as the implementation of company-wide HR activities.
• Provide and promote positive employee relations, effectively respond to employee inquiries, and be actively involved in resolving issues and concerns.
• Process employment transactions via the ticketing system and acquire employee data reflecting employment trends/progress towards key initiatives or expectations.
• Coordinate activities for new employees including onboarding, new hire orientation, post-hiring interviews, and other employee engagement activities. 
• Conduct tier II and some tier III employee investigations and recommend actions to effectively resolve issues.  Escalates matters to site Manager HR Business Partner on the final recommendation.
• Provide support to site Manager HR Business Partner, including coaching on reviewing corrective action, disciplinary action, and terminations ensuring consistency and adherence with company policy.
• Assist with organizational training an