Human Resource Generalist

Priority1 strives to go beyond simply offering jobs. We foster careers by creating a great working environment for our team members. We hire talented individuals who will provide the best support and can quickly adapt to the rapidly changing world of logistics. These talented men and women drive our business, and we are committed to their success.

Position Title:  Human Resource Generalist

Department: Human Resource

Reports To: VP of People & Culture

Location:  Little Rock, ( On-Site) Remote work is not available for this position.

Purpose and Goals

Priority-1, Inc. is a domestic freight services company that specializes in offering full service, nationwide logistics services to its customers. Priority-1 focuses on Less Than Truckload (LTL), Truckload (TL) and Expedited services. The Human Resource Generalist position is part of the Human Resources Department.

Summary/Objective: The Human Resource Generalist is responsible for performing HR-related duties on a professional level and works closely with senior management. This position carries out responsibilities in the following functional areas: employee relations, training, performance management, onboarding, policy implementation, recruitment/employment, affirmative action and employment law compliance. Administers various human resource plans and procedures for all company personnel; assists in the development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual. Human Resource Generalist will maintain the daily functions of the Human Resource (HR) department supporting an assigned team.

Responsibilities:

• Administers HR plans and procedures and supports implementation of personnel policies and procedures
• Serves as an HR liaison for assigned teams, building effective working relationships with leaders and employees
• Supports managers with day-to-day performance management processes, including documentation, coaching support, and corrective action administration
• Assists with employee relations matters, gathering information, documenting issues, and escalating complex or high-risk situations as appropriate   Supports investigations as directed, including documentation and coordination
• Coordinates and conducts new hire onboarding and orientation
• Supports offboarding processes including exit interviews and documentation
• Assists with scheduling and coordination of training initiatives and programs
• Maintains accurate employee records within the HRIS and generates reports as needed
• Ensure compliance with federal and state employment laws and company policies through consistent execution of HR processes
• Participates in HR projects and initiatives as assigned
• Attends meetings and provides administrative and operational HR support to assigned business units
• Maintains regular, reliable in-person attendance that supports daily HR operations
   

Important Notice: This job description is not an exclusive or exhaustive list of all job functions that this position may be asked to perform. Duties and responsibilities can be changed, expanded, reduced or delegated by management to meet business needs. 

Qualifications:

• Bachelor’s degree in human resources or related field or equivalent in related work experience
• 2–3 years of progressive HR experience, preferably in a generalist support capacity
•  Advanced PC skills with proficiency in MS Office including MS Word, Excel, and PowerPoint.  Preferred experience with Workday strongly preferred
• Excellent verbal and written communication skills
• Excellent interpersonal, negotiation, and conflict resolution skills
• Excellent organizational skills and attention to detail
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
• Strong analytical and problem-solving skills
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations
• PHR and or SHRM-CP certification preferred.

Compensation:

• Competitive base salary, commensurate with experience

• Medical Insurance with premiums paid at 100% for employees AND dependents

• Dental Insurance 100% paid for Employee

• Vision Insurance

• HSA with Employer Contributions

• Life Insurance

• Short Term Disability

• Long Term Disability

• 401(k) Plan

• Profit Sharing: Typical annual contribution of 15% of total eligible compensation

• Paid Holidays AND PTO

• Cancer, Critical Illness, and Accident Policies available

• Unlimited Growth Potential 

Physical Requirements:

Job functions require long periods of sitting and working from computer workstation; ability to multi-task, problem solve, and prioritize daily workload; excellent organization and record keeping skills; comfortable with oral and written communications, primarily on the telephone and email. Requires extended periods of sitting, normal walking, bending, twisting, and stretching.  Capability of sight and hearing required.  Ability to deal with stressful situations and occasionally working extended hours. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Priority1 is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender, sexual orientation, gender identity, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

Priority-1, Inc. will provide reasonable accommodations with the application process upon your request as required to comply with applicable laws. If you have a disability and require assistance in this application process, please email talentacq@priority1.com.

#indeedsupport

#ZR

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)