Human Resources Generalist

Caterpillar•Sanford, NC

17h•$89,210 - $133,810•Onsite

About The Position

Your Work Shapes the World at Caterpillar Inc. When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it. The Building Construction Products (BCP) Division team is comprised of more than 7,000 employees, from assemblers and accountants to marketing professionals and engineers—we work in factories, warehouses, and offices all over the world. We are responsible for the design, manufacturing, marketing, and support of Caterpillar’s line of small, versatile construction machines and attachments for the commercial construction, residential construction, specialty trades, landscaping and agriculture industries. Products include small wheel loaders, compact wheel loaders, backhoe loaders, compact track loaders, mini hydraulic excavators, skid steers loaders, telehandlers, and small track-type tractors. Job Summary: BCP is hiring a First Shift- HR Generalist to assist in the administration of various human resource services and functions within a facility, division or shared services. Typical internal customers include the employees at all levels in one or more facilities and/or divisions.

Requirements

Knowledge of Organization: Knowledge of the organization's vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to understand the value of aligning capabilities with business goals to support optimal performance.
Decision Making and Critical Thinking: Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.
Effective Communications: Understanding of effective communication concepts, tools and techniques; ability to effectively transmit, receive, and accurately interpret ideas, information, and needs through the application of appropriate communication behaviors.
Interpersonal Relationships: Knowledge of the techniques and the ability to work with a variety of individuals and groups in a constructive and collaborative manner.
Data Gathering and Reporting: Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company.
Employee Relations: Knowledge of the rights and obligations in employee relations; ability to adhere to legal requirements when handling employee negotiations.
HR: Policies, Standards and Procedures: Knowledge of human resource function; ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.

Responsibilities

Conduct new employee orientation and onboarding activities.
Serve as a liaison with Regional and Corporate Human Resources, including Compensation, Benefits, Payroll, and service center teams.
Interact with and counsel all levels of management and both salaried and hourly employees on employee relations, compensation, benefits, and workplace issues.
Support and administer human resources programs and processes, including: Performance management and succession/career planning. Communication of HR-related policies, programs, and materials. Employee Insights Survey (EIS) and pulse survey administration, analysis, and communication. Learning initiatives, including Talent Management System (TMS) training and consensus facilitation.
Ensure compliance with governmental regulations and company policies, including: Code of Conduct. EEO administration and internal investigations. Unemployment Insurance (UI) claims processing. Temporary layoffs and reorganizations.
Administer and support payroll, salary administration, time and attendance, and Workday-related activities, including organizational structure (“tree”) questions.
Develop, maintain, and update process documentation and standard work materials.
Track, analyze, and report HR metrics and measurements, providing insights and data to management.
Manage process changes, new processes, and onboarding of new internal customers.
Perform additional human resources-related duties as assigned.