Beal Bank, a Dallas-based institution, is currently seeking dynamic and energetic candidates for an HR Specialist role as part of our HR function. We are looking for someone who thrives in an agile, changing environment and that wants to be part of building and implementing a new HR strategy that makes a real difference for both the organization and its employees. We view change as growth, and we are eager to add individuals to our team that share this philosophy. This is a unique opportunity to be a part of building something new instead of simply being a caretaker of stagnant policies and bureaucracy. If your passion for HR is driven by a real desireto help other succeed, then we want to speak to you!
The HR Generalist/Benefits is responsible for working across many functional areas that will likely be changing over time such as: benefits administration, employee relations, training, performance management, onboarding, policy implementation, recruitment/employment, affirmative action and employment law compliance. The
successful candidate will be someone who is not only comfortable in a fluid environment, but who also views such an environment as a sea of opportunity rather than a sea of obstacles. While experience in all general areas of HR are a huge plus, we are also committed to providing support for ambitious individuals that have the attitude and aptitude to learn things they may not have previously done.
Responsible for analyzing, negotiating and administering the total rewards program for the company.
Researching, analyzing and negotiating benefits policies and plans including retirement plans; medical, dental, vision plans; life insurance plans; temporary disability programs; and wellness program.
Evaluate and compare existing company benefits and ensure benefits plans are cost-effective and competitive.
Assure company compliance with provisions of Employee Retirement Income Security Act and the Affordable Care Act. Supervise preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies. Review and analyze changes to state and federal laws pertaining to benefits, and report necessary or suggested changes to management.
Install approved new plans or changes to existing plans by preparing announcement materials, plan summary documents and other media for communicating plans to employees. Conduct employee meetings and arrange open enrollment. Advise and counsel management and employees on benefits.
Monitor and research compensation and benefits trends.
Research, analyze and negotiate agreements with outside benefits vendors and partner to facilitate business solutions.
Audits the accuracy and performance of outsourced 401(k) administration.
Manage the 5500 filings and all benefit related audits.
Compare benefit and compensation plans, job classifications, and salaries through data and cost analyses.
Design reports and make recommendations based on research and analysis for senior executive team.
General HR projects as assigned.
Ensuring company is compliant with state and federal laws.
Monitor government regulations, legislation, and benefits trends.
Work with insurance brokers and benefits careers.
Ensuring that the pay practices comply with state and federal laws and regulation
Handle benefits inquiries and complaints to ensure quick, equitable, courteous resolution. Maintain contact in person, and by phone or mail, with hospitals, physicians, insurance companies, employees, and beneficiaries to facilitate proper and complete utilization ofbenefits for all employees.
HR Generalist Responsibilities
Administers various human resource plans and procedures for all organization personnel; assists in the development and implementation of personnel policies and procedures; prepares and maintains the employee handbook and the policies and procedures manual.
Consults with line management, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Develops contract terms for new hires, promotions and transfers.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Identifies training needs for business units and individual executive coaching needs.
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
This position has no direct supervisory responsibilities, but does serve as a coach and mentor.
Participates in developing department goals, objectives and systems.
Administers the compensation program; monitors the performance evaluation program and revises as necessary.
Performs benefits administration, including claims resolution, change reporting, approving invoices for payment and communicating benefits information to employees.
Develops and maintains affirmative action program; files EEO-1 report annually; and maintains other records, reports and logs toconform to EEO regulations.
Conducts recruitment effort for all exempt and nonexempt personnel, students and temporary employees; conducts new-employee orientations; monitors career-pathing program; and writes and places advertisements.
Handles employee relations counseling, outplacement counseling and exit interviewing.
Participates in administrative staff meetings and attends other meetings and seminars.
Maintains company organization charts and the employee directory.
Assists in evaluation of reports, decisions and results of department in relation to established goals. Recommends new approaches, policies and procedures to continually improve efficiency of the department and services performed.
Maintains human resource information system records and compiles reports from the database.
Maintains compliance with federal, state and local employment and benefits laws and regulations.
Qualifications (education, work experience, certifications, etc.):
Advanced Excel skills
A bachelor's degree and five (5) years of experience in benefits administration
CEBS or GBA preferred
Strong business acumen and highly technical in nature
Excellent Ethics and Discretion
Detail-oriented and comfortable communicating effectively with employees and senior executives.
Proficiency in Microsoft Word products.
Advanced Excel skills required.
Excellent verbal and written skills
Minimum of 5 years' experience resolving complex HR issues
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations
Bachelor's degree and relevant industry experience