Cummins Inc. HR Generalist in Irvine, California
Leads human resources business processes for a moderately complex organization or multiple functions. Responsible for the improvement, deployment and effectiveness of a broad range of Human Resources processes across the business or functional organization.
Ensures compliance with legislative requirements and adherence with human resources policies and processes. Partners with managers and employees to resolve issues and concerns.
Provides staffing and recruiting support, evaluates structure, job design and headcount forecasting, and other people data analysis; implements tactics to select and maintain a diverse workforce.
Resolves conflicts and provides coaching and counseling on human resources matters for individuals or groups within a defined organization or function. Leads performance management activities, including employee development planning.
Ensures the accuracy and completeness of workforce information in human resources information systems. Facilitates compensation process and benefits administration by partnering with shared services and corporate human resources; develops and implementsworkforce compensation recommendations.
Conducts and documents investigations for business areas or corporate functional areas.
Manages administration of and adherence to human resources policies and procedures; advises organizational and functional leadership on compliance with key legislative requirements.
Leads training needs assessments and participates in training activities and special projects.
Participates in initiatives to improve the overall effectiveness of human resources processes; leads specific improvement initiatives. Creates employment contracts as required by local law or practice.
Coaches and mentors less experienced human resources generalists.
Benefits Design & Administration - Has a good understanding of benefits programs including the design, cost structure, and experience answering employee questions.
Compensation Administration - Possesses a good understanding of pay structures and systems and how to apply that knowledge when making pay decisions.Determines job levels and slots jobs within those levels. Understands the impact of pay decisions on internal
equity and external competitiveness.
Conducting an Investigation - Experience in professionally conducting investigatory interviews, documenting the process, findings and conclusions, analyzing and interpreting data and making recommendations for a solution
. Diversity Management - Has a thorough understanding of the spectrum of diversity as it is practiced in the organization. Has experience in implementing and administering policies related to diversity.
Employment Law - Has a good understanding of employment laws that frequently impact the workplace. Has experience making appropriate decisions and consultation with an expert in the field.
Human Resources Data Management - Understands Human Resources information requirements. Able to perform data quality reviews and take corrective actions to ensure data completeness and accuracy. Has a full understanding of information confidentiality requirements.
Labor and Employee Relations - Understands the impact of employee relations on employee effectiveness. Able to implement programs and tools that influence a positive organizational culture.
Performance Management - Has a good understanding of organizational values and goals, translates them into performance standards and applies and leads others through this process.
Labor Law - Possesses a good understanding of laws and practices affecting the relationship between labor and management. Staffing - Has a solid understanding of existing selection tools and effectively demonstrates the use of these tools in the staffing
Communication - Is able to effectively and clearly communicate in both written and verbal means.
Experience in California labor law preferred
Experience with labor relations preferred.
We are an Equal Opportunity Employer and do not discriminate against otherwise qualified applicants on the basis of race, color, creed, religion, ancestry, age, sex, marital status, gender identity,
sexual orientation, national origin, disability or handicap, or veteran status. There is no place in Cummins Pacific, LLC for an employee who uses symbols, words, or engages in activities that may reasonably be perceived as denigrating or showing hostility
or aversion toward an individual because of the individual's race, color, religion, gender, gender identity, sexual orientation, national origin, age, disability, or other status protected by law, or because of the status of the individual's relatives, friends,
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Please view Equal Employment Opportunity Posters provided by OFCCP here at http://www.dol.gov/ofccp/regs/compliance/posters/ofccpost.htm .
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 accessto 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 disclosureis (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. 41CFR 60-1.35(c)