Position Summary

The HR Generalist serves as a key partner to employees and leadership, providing comprehensive human resources support across employee relations, performance management, policy administration, compliance, employee engagement, and workforce planning. This role is responsible for fostering a positive and productive work environment by advising managers and employees on HR-related matters, ensuring consistent application of company policies, and supporting organizational objectives through effective people practices.

The HR Generalist acts as a trusted advisor, helping to resolve workplace concerns, conduct investigations, support employee development, promote engagement initiatives, and maintain compliance with applicable employment laws and regulations. This position requires strong communication, problem-solving, organizational, and relationship-building skills, as well as the ability to manage sensitive and confidential information with professionalism and discretion.

Essential Duties and Responsibilities

Employee Relations

• Serve as a primary point of contact for employee and manager concerns.
• Provide guidance regarding workplace issues, performance concerns, attendance matters, and employee conduct.
• Conduct employee relations investigations involving policy violations, workplace complaints, misconduct allegations, and interpersonal conflicts.
• Gather and analyze information through interviews, documentation reviews, and fact-finding processes.
• Recommend appropriate resolutions, corrective actions, and performance improvement strategies.
• Facilitate coaching discussions, corrective action meetings, and termination processes when necessary.
• Ensure fair, consistent, and compliant application of company policies and procedures.
• Escalate complex or high-risk matters to HR leadership when appropriate.

Human Resources Compliance and Policy Administration

• Interpret and communicate company policies, procedures, and employment practices to employees and management.
• Monitor and support compliance with federal, state, and local employment laws and regulations.
• Maintain accurate employee records and HR documentation.
• Assist with policy development, updates, and implementation.
• Identify areas of compliance risk and recommend solutions to mitigate potential issues.
• Support audits, reporting requirements, and regulatory compliance initiatives.

Performance Management

• Partner with leaders to address employee performance concerns and development opportunities.
• Provide guidance on goal setting, performance reviews, coaching strategies, and performance improvement plans.
• Support managers in handling disciplinary actions and employee accountability processes.
• Assist in developing and implementing performance management programs and best practices.
• Promote a culture of continuous feedback and employee development.

Employee Engagement and Culture

• Support programs that strengthen employee engagement, recognition, retention, and workplace culture.
• Collaborate with leadership to implement action plans based on employee feedback and organizational priorities.
• Assist with employee surveys, focus groups, and engagement assessments.
• Analyze employee feedback to identify trends and recommend improvements.
• Help coordinate employee appreciation events, recognition initiatives, wellness programs, and culture-building activities.
• Promote a positive employee experience across all levels of the organization.

Recruiting and Onboarding Support

• Assist hiring managers throughout the recruitment process as needed.
• Support candidate screening, interview coordination, and hiring activities.
• Participate in onboarding and orientation programs for new employees.
• Ensure completion and accuracy of new hire documentation.
• Partner with managers to support successful employee transitions and integration.

Workforce Reporting and HR Analytics

• Maintain HR metrics, reports, dashboards, and workforce data.
• Analyze trends related to turnover, employee relations, engagement, attendance, and other workforce indicators.
• Prepare reports and presentations for leadership review.
• Make recommendations based on data analysis to improve organizational effectiveness and employee experience.
• Track key performance indicators related to HR initiatives and programs.

Unemployment Claims and Employment Administration

• Prepare and submit unemployment claim responses and supporting documentation.
• Review employment records and separation information to ensure accuracy and compliance.
• Coordinate with managers regarding claim-related information.
• Participate in unemployment hearings as assigned.
• Monitor claim outcomes and identify opportunities for process improvement.

Employee Communication and Training

• Assist with drafting and distributing internal communications, announcements, and employee-related updates.
• Support organizational training and development initiatives.
• Facilitate employee meetings, informational sessions, and workshops as needed.
• Ensure consistent communication of HR programs, policies, and organizational initiatives.
• Support change management efforts and employee education initiatives.

Records Management and Administrative Support

• Maintain employee personnel files and HR documentation in accordance with company policies and legal requirements.
• Process employment-related transactions, forms, and personnel changes.
• Track investigations, corrective actions, and employee relations cases.
• Maintain calendars, project trackers, and departmental records.
• Support special projects and process improvement initiatives.
• Perform other duties as assigned to meet organizational and departmental needs.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field preferred.
• High School Diploma or GED required.
• Equivalent combinations of education and relevant professional experience may be considered.

Experience

• Minimum of 3 to 5 years of progressive Human Resources experience.
• Experience supporting employee relations, performance management, investigations, employee engagement, and HR compliance.
• Experience working in a fast-paced and dynamic work environment preferred.
• Experience with HRIS systems and workforce reporting preferred.

Certifications

One or more of the following certifications is preferred:

• SHRM Certified Professional (SHRM-CP)
• Professional in Human Resources (PHR)
• Other relevant Human Resources certifications

Knowledge, Skills, and Abilities

• Strong knowledge of Human Resources principles, practices, and employment law.
• Experience conducting workplace investigations and managing employee relations matters.
• Excellent verbal and written communication skills.
• Strong interpersonal and relationship-building abilities.
• Ability to maintain confidentiality and exercise sound judgment.
• Effective conflict resolution and problem-solving skills.
• Strong organizational and time-management skills.
• Ability to manage multiple priorities and meet deadlines.
• Analytical mindset with the ability to interpret workforce data and identify trends.
• Proficiency with Microsoft Office Suite, including Word, Excel, PowerPoint, Outlook, and Teams.
• Experience using Human Resources Information Systems (HRIS).
• Ability to work independently and collaboratively with cross-functional teams.
• Commitment to providing exceptional employee and manager support.

Physical Requirements and Work Environment

• Work is primarily performed in an office or hybrid work environment.
• Prolonged periods of sitting and computer use may be required.
• Ability to communicate effectively in person, virtually, and by phone.
• Occasional lifting of up to 20 pounds may be required.
• Occasional travel may be necessary to support business operations, employee meetings, training programs, or company events.