HR Recruiter and Central States HR Generalist

JOB SYNOPSIS: As a member of the US HR recruitment team, this position will join the MCC U.S. HR Team in carrying out an organization-wide recruitment strategy and selection processes to fill vacancies in MCC U.S., and in ensuring that all on-boarding logistical details flow smoothly from lead candidate to start of employment/service with MCC. This position will support general recruitment efforts to create leads for MCC openings and will provide back up support to HR colleagues during peak work times such as General Orientations and seasons with a high volume of openings/new placements in Shared International Program. The regional Human Resources Generalist works directly with and assists with a variety of necessary HR tasks within the designated region. The HR Generalist will interpret human resources policies and administer human resource procedures for staff and service workers within the region. This includes recruitment, hiring, terminations, training and organizational education procedures for new or existing employees. The Generalist tracks and maintains employment data. They represent both the employee and MCC while supporting employee relations. The HR Generalist maintains positive employee relations and works to ensure worker satisfaction through education of HR policies and by fostering a positive work environment. They are the front-line HR contact for all employees locally, helping redirect to other HR colleagues for specific questions or processes as is appropriate. This position will participate in and oversee regional recruitment for placements throughout the MCC system.

KEY RESPONSIBILITIES:

Recruitment & Selection:

1. Recruit and provide HR resourcing to openings within MCC U.S. following MCC Policy and HR best practices to attract, retain and promote a diverse workforce for the organization. Provide high-quality care to candidates by proactively providing information, responding to inquiries with care and promptly.
2. Collaborate closely with hiring managers to create appropriate Job Descriptions and selection processes. Participate as member of selection team for assigned US vacancies. Educate hiring managers to navigate HRIS for access to candidate information.
3. Cultivate and maintain relationships with internal and external stakeholders as necessary to advance career discovery to diverse student groups. Identify and recommend best practices for MCC in advancing career discovery to diverse stakeholder groups.
4. Respond to candidate leads who contact MCC for guidance on possible service assignments, ensuring their information is entered and kept current in the HRIS for recruiters to access.
5. Collaborate with HR colleagues and other recruiters to implement MCC’s recruitment strategy. Attend recruitment network meetings.
6. Conduct any required background checking with respective invited candidates.

Onboarding:

1. Walk with candidates during the period between offer letter acceptance and start date with MCC, educating about MCC, ensure access in the HRIS, assisting with logistics and preparing candidates for on-boarding to MCC.
2. Walk with new MCC U.S. staff (and as needed, U.S. citizens going into international service) during initial months of employment/service, ensuring each one receives the HRIS training needed to carry out functions relevant to their role, assist in balancing sufficient on-boarding info while preventing overload of info and giving feedback on these aspects to Managers
3. Close relevant vacancies in the HRIS and ensure that respective new Team Member setup in the HRIS is completed.

General HR:

1. Serve as a subject-matter expert on bias awareness in recruitment, selection and other employment decisions and work collaboratively with the US HR Team to improve MCCs ability to be an inclusive employer and remove barriers that affect staff retention and advancement.
2. Collaborate on process, policy, and communication improvements to increase the intercultural competencies of the HR team. Assist with language support for non-English speaking Team Members (and candidates) as needed for HR topics.
3. Provide back up support to HR colleagues in times of high-volume work as a generalist for other groups of staff or recruiter for other areas. Other duties as assigned on a temporary basis.

Central States HR Generalist:

1. Provide collaborative leadership to planning for and carrying out the local orientation process for each new regional hire/placement/transfer. This includes ensuring a work location and tools (computer) are secured, access and training on relevant technology is provided, and registering the team member for MCC general orientation. Welcome new staff in the locale(s) by introducing them to Regional staff/partners/relevant MCC Networks, including HR staff with whom they may need/want to interact.
2. Teambuilding across the locale(s). Encourage participation of all local staff in training & development opportunities & highlight training opportunities to local staff.
3. Ensure farewells for outgoing local staff take place; coordinate flowers and/or gifts and cards to staff experiencing significant challenges such as family death, birth, illness or marriage.
4. Connect regional staff with those currently serving in international MCC service from the region. (Worker Care Specialists handle worker care during/immediately post service.)
5. Policy: Be familiar with all MCC US HR Policies, ensure employees/workers have access to and understand relevant policies and best practices; promote policies in the local context. Any request for Exception to Policy must be submitted to the U.S.HR Director. 6. Collaborate with HR Specialists and with other HR staff as appropriate. Participate in monthly calls and annual gatherings of HR Networks. Implement regional strategy that supports US HR strategic plans.
6. Represent context of the locale(s) to collaborative US-wide or MCC-wide or regional HR projects such as policy development, recruiting strategy, alumni strategy, risk management, etc.
7. Provide immediate worker care and personal HR response to staff in the regional geography; direct to HR colleagues and/or outside resources as is helpful to situation/best practice/role of HR colleagues. Accompany local staff as helpful in navigating sensitive conversations with supervisors.
8. Act as contact person and facilitate the MCC response to racial and sexual harassment complaints and other types of complaints.
9. Provide frontline HR resources and advice to supervisors for managing their staff, pointing relevant concerns/situations to Specialist(s) or HR Director. Facilitate problem solving and grievance processing when needed. Provide support to supervisors conducting worker evaluations, progressive discipline and terminations.
10. Ensure that relevant employment actions are properly documented in HR files/software and communicated to respective parties. Ensure critical incidents are responded to and appropriately reported to Regional Executive Director and U.S. HR Director.
11. Ensure each person from the region who is serving abroad has a staff or board member contact in the region for support.
12. Attend in-person meetings of board, staff, and an annual church conference as requested by regional executive director.

Regional Recruiting tasks:

1. Attend recruiting events and represent MCC within the geographic constituency.
2. Remain up to date about specific recruitment needs for US, Canada, and International Program including young adult programs. Promote these needs and respond to questions from local potential candidates.

Other duties as assigned on a temporary basis.

Supervision: No direct supervisory responsibilities.

Travel expectations: Travel is primarily for recruitment, staff teambuilding gatherings, and semiannual meetings. There are an average of 4-5 week-long trips/year. Additional travel may be required if living outside of North Newton, Kansas.

Physical Activity/Demands:

• Constantly remaining in a stationary position, often standing or sitting for prolonged periods of time.
• Occasionally moving about to accomplish tasks or move from one worksite to another.
• Constantly repeating motions that may include the wrists, hands and/or fingers.
• Constantly assessing the accuracy, neatness and thoroughness of work assigned.

Environment Conditions – not regularly exposed to adverse environmental conditions.

QUALIFICATIONS:

Organizational values and culture:

All MCC workers are expected to exhibit a commitment to a personal Christian faith and discipleship; active church membership; and nonviolent peacemaking. MCC is an equal opportunity employer, committed to employment equity. MCC values diversity and invites all qualified candidates to apply.

Essential:

• High school diploma with 3-5 years' experience in HR-related and inter-cultural competency work. If no relevant experience, higher educational attainment required.
• 1-3 Years Recruitment/Selection, benefits administration, on-boarding, or HR Policy work
• Proficiency in Office Suite, electronic and social media communication.
• Excellent English and Spanish communication skills, both written and oral
• Intercultural Competencies • Demonstrated relationship skills
• Demonstrated abilities in critical evaluation, ethical practices and attention to details • Ability to keep personnel information in confidence

Employment eligibility:

Legally eligible to work in the U.S. MCC offers of employment are subject to a successful criminal background check(s).

Preferred:

• Fluent in Spanish
• HR Certification or additional education in HR, business management, or organizational development
• Bachelor’s degree in HR, Organizational Development, or related field

Anti-oppression commitment: MCC expects all staff to actively participate in an organization culture that focuses on dismantling any barriers based on race, economic inequality or gender-based oppression. This includes an expectation to assess and address any barriers within themselves, within their team(s), and within MCC.

Safeguarding commitment: All MCC Staff are expected to work collaboratively to create and maintain an organizational culture that prevents and responds to situations of abuse of power (sexual harassment, child abuse, racism, exploitation, and fraud among other situations). HR staff support management of safeguarding cases and training with MCC teams related to MCC priorities and framework, including prevention of and response to sexual violence and sexual exploitation, child protection, making teams safer places for diversity, trauma, response, self-care and resilience, among other possible topics.

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the employee. Duties, responsibilities and activities may change, or new ones may be assigned at any time with or without notice.