Human Resources Generalist - United States
Want to know company name or location? Company managed [?]
|Human Resources Generalist|
Elanco is a global research-based company that develops and delivers product and services to enhance animal health and production. We value innovation, both in scientific research and daily operations, and strive to cultivate a collaborative work environment for more than 7,000 employees worldwide. Founded in 1954, Elanco is a division of Lilly. Our worldwide headquarters and research facilities are in Greenfield, Indiana.
|This position is responsible for providing Human Resources Generalist knowledge supporting specific HR functions within the Fort Dodge, Iowa facilities. Specifically, this position will be responsible for serving as the Iowa HR team lead to staffing/recruitment for the Iowa facilities to include Talen Acquisition, New Employee Orientation, Interships, Temporary Staffing, EEO/AAP/Diversity and Employee Exits. Additionally this role will serve as back up support to Human Resources Business Partner activities to include Performance Management, Headcount Planning, Compensation, Benefits Administration, Training and Development, and Employee Relations and while working with various organization needs to be managed both tactically in its execution and strategic in its development. |
1). Manages employment activities and meets with hiring managers to discuss general staffing activities, job requirements, job profiles, salary ranges, salary grades, relocation benefits, job posting, and related activities. Indicator: Execution of the talent acquisition process right the first time and in accordance with company policy, procedure and regulatory requirements.
2). Aid in Talent Management Process including workforce planning and strategic human capital planning, succession planning and development planning for the site. Indicator: Quality of completed talent management deck and leadership team dialogue, succession plans and development plans. Development Plans align with talent management strategy. Degree of executed succession plans which support building internal talent vs. external buying.
3). Responsible for supporting all aspects related to the recruitment of new employees including posting of open positions, interviewing, selection support, and offer delivery to non-exempt employees and/or exempt employees as needed. Also responsible for coordinating and maintaining site staffing goals & progress reports. Indicator: Execution of the talent acquisition process right the first time and in accordance with company policy, procedure and regulatory requirements.
4). Acts and performs as the single point of contact with temporary agencies, and local and nationwide recruiters. Aids in assessing the need to engage these contacts with the best financial and organizational intent. Indicator: Established relationships in a cost effective manner consistent with site needs, corporate policies, procedures and regulatory requirements.
5). Responsible for assissting the corporate function in the preparation and submission of the Company's Affirmative Action Plan (AAP), and for ensuring compliance with applicable government staffing laws and regulations at the federal, and state level. Indicator: Execution of necessary support including requested data right the first time and in accordance with company policy, procedure and regulatory requirements. Consistent improvement in AAP targets and initiatives.
6). Partner with business leader to create & execute Diversity, Inclusion & Engagement
Strategy. Champions the culture. Indicator: Quality of consultation with business leaders; quality of strategy and execution, year-over-year results. Understands what influences culture and integrates those "levers" into organizational processes so the right changes are made
7). Manages New Employee Orientation Program consistent with Company procedures. Indicator: Feedback from on boarded employees and managers of said employees. Right first time execution of orientation.
8). Manage other HR functions as required: liaise with Advisor-HR and Labor Relations, centralized Employee Relations department, support OD learning strategy within client group, partner with Compensation Management on new approaches, etc. Indicator: Feedback from stakeholders; level of client group participation in learning strategy. 32786BR