Sr. HR Generalist (Contract)

As a Sr. HR Generalist at FloQast, your primary responsibilities will include managing the performance review process, handling employee relations, addressing daily HR questions from managers, and ensuring compliance with local, state, and federal laws. You'll also manage leave requests and track trends in employee relations to provide valuable insights to HR leadership and R&D teams.

To be considered for the Sr. HR Generalist role at FloQast, you should have 5-7 years of HR experience, preferably within a SaaS environment. A BS/BA in HR or a related field is required, and possessing SHRM-CP or SHRM-SCP certifications is a plus. Having a solid understanding of U.S. employment laws will significantly aid in your role.

A successful Sr. HR Generalist at FloQast should have strong problem-solving and analytical skills, clear communication abilities, and a collaborative mindset. Being tech-savvy, particularly with HRIS systems and Microsoft Office or G-Suite, is crucial for managing records and generating reports efficiently.

The hourly pay for the Sr. HR Generalist position at FloQast is set at $50.00. However, it's important to note that this pay range may change based on the candidate's qualifications and the successful completion of the interview process.

Yes, the Sr. HR Generalist role at FloQast is fully remote, but preference will be given to candidates located on the West Coast. This remote work structure allows you to contribute from anywhere while being part of a dynamic and growing team.

To address a conflict between two employees, I would first facilitate a one-on-one discussion with each individual to understand their perspectives. After gathering their viewpoints, I'd arrange a mediation session where they can discuss the issue in a safe environment. My goal would be to identify common ground and guide them towards a resolution, using company policies and principles of effective communication.

My approach to managing performance reviews involves setting clear timelines well in advance, providing training sessions for managers on effective feedback techniques, and ensuring that I track all necessary data to make informed decisions. I believe in a collaborative process where feedback is constructive and aimed at employee growth, and I also follow up post-review to ensure any action items are addressed.

To ensure compliance with employment laws at FloQast, I would stay updated on local, state, and federal regulations and integrate these into our HR practices. Regular audits of policies and training HR staff on compliance changes would be crucial. I would also leverage technology to maintain accurate records and provide training sessions for managers to prevent legal issues before they arise.

To prioritize tasks, I assess the urgency and importance of each project. Using tools like task lists or project management software helps me stay organized. I would tackle deadlines first while remaining flexible to address unexpected issues that require immediate attention, ensuring that nothing falls through the cracks.

Managing a leave of absence request begins with understanding the employee’s situation and relevant policies. I would ensure the employee completes necessary documentation and inform them about their rights under relevant laws like FMLA. Throughout the process, I would maintain communication to provide support and ensure compliance while managing workload coverage with the team.

I have extensive experience working with HRIS systems, where I've managed employee records, generated reports, and utilized data for workforce analytics. My familiarity with various systems enables me to leverage technology effectively in HR processes, ensuring streamlined operations and accurate record-keeping.

Key aspects of effective employee relations include open communication, active listening, and timely conflict resolution. I believe creating a culture where employees feel heard and supported, combined with transparent management practices, fosters trust and collaboration, ultimately enhancing employee morale and productivity.

My approach to coaching a manager on providing feedback involves demonstrating the importance of specific, actionable feedback and the impact it has on employee performance. I would guide them through role-playing scenarios and provide concrete examples of effective feedback techniques, reinforcing the notion that feedback is a vital part of employee development.

I utilize data analytics tools within HRIS to gather information on employee relations issues, turnover rates, and other key metrics. Regularly analyzing this data allows me to spot trends and patterns that can inform initiatives aimed at improving employee engagement and retention, thereby proactively addressing potential challenges.

My philosophy on workplace culture centers around inclusivity, collaboration, and recognition. I believe that cultivating a positive culture boosts employee engagement and productivity. Promoting open dialogue, celebrating successes, and encouraging team collaboration are integral to fostering a workplace where everyone feels valued.