Senior Human Resources Generalist

Senior Human Resource GeneralistThe Senior Human Resource Generalist (Senior HRG) serves as a strategic HR partner and trusted advisor to site leadership teams across designated geographies. This role provides business-focused, confidential, and actionable guidance on team member relations, talent management, organizational development, and team member engagement. Acting as an extension of the leadership team, the Senior HRG delivers HR strategies that align with operational goals, drives proactive workforce planning initiatives, and leads efforts to enhance leadership capabilities and team member experiences. This individual contributor role is critical in promoting organizational effectiveness, championing a high-performance culture, and supporting change management across aligned markets.Essential Functions (Other Duties as Assigned)HR Business PartnershipPartner and consult with site senior leadership teams to deliver HR solutions aligned with business strategyProvide guidance on team member development, organizational structure, workforce planning, and leadership coachingActively participate as a member of site leadership teams, contributing HR insights on key operational decisionsEngage with business leaders to develop a deep understanding of company operations, aligning HR strategies with organizational goalsAssist with workforce planning strategies and retention initiatives to reduce turnover and build bench strengthTalent Management and DevelopmentLead talent review sessions, succession planning, and cross-functional talent discussions with site leadershipChampion and lead the execution of training and development initiatives to meet current and future business needsSupport the performance management process, ensuring timely performance reviews, goal setting, and career development planningCoach leaders in building high-performing teams and developing individual leadership capabilitiesEmployee RelationsProvide day-to-day consultation and support on employee relations matters, ensuring fair and consistent application of policiesProvide guidance on complex employee relations issues, supporting leaders in resolution and compliance with company policiesFacilitate collaborative problem-solving strategies to address team member concerns and foster a positive work environmentConduct thorough investigations and recommend appropriate corrective actions when necessaryHRISOversee HRIS system integrity by ensuring accurate data entry, maintenance, and reporting to support HR functions and complianceAnalyze HRIS data to identify trends and provide insights that inform workforce planning, employee engagement, and strategic HR decisionsPartner with payroll to ensure HRIS data integrity, supporting precise compensation processing and compliance with pay-related regulationsField HR & Liaison Support –HR Policy and ComplianceLead the local implementation of HR policies and monitor effectiveness and complianceEnsure managers and team members understand and adhere to HR programs, practices, and regulatory requirementsFacilitate team member orientation, training programs, and organizational change initiatives as neededCross-Functional HR ProjectsManage and/or participate as a project team member on company-wide HR initiatives and continuous improvement projectsSupport and champion organizational change efforts, acting as a key liaison to field leadershipAdditional ResponsibilitiesServe as a liaison between field teams, HR Field Operations, and Corporate HR to ensure alignment on initiatives and goalsServe as the first point of contact for HR-related matters in the field, acting as a bridge between frontline employees and corporate HR supportAdminister and support compensation, benefits, and workforce development programs in partnership with corporate HRAdminister and monitor leave programs, ensuring compliance with policies and regulations while providing guidance to employees and managersMaintain a strong focus on continuous learning, staying current on HR best practices, legal compliance, and organizational trendsPerform other HR-related duties assigned to support operational and strategic needsEducation and ExperienceBachelor's degree in human resources, business administration, or a related field requiredHR Certification (PHR, SPHR, SHRM-CP or SHRM-SCP) preferredMinimum of 5 years of progressive human resource experience with a strong focus on HR business partnership, employee relations, and talent managementExperience supporting multi-site or geographically dispersed teams strongly preferredDemonstrated success in driving HR initiatives in fast-paced operational environmentsKnowledge, Skills, and AbilitiesStrong business acumen and ability to align HR strategies with operational objectivesExcellent interpersonal, consultative, and relationship-building skillsProficient in conflict resolution, coaching, and influencing leadership teamsSkilled in conducting investigations, managing employee relations issues, and applying sound judgementDeep understanding of employment laws, HR best practices, and organizational development practicesStrong organizational, follow-up, and time management skillsAbility to work independently while building effective cross-functional relationshipsDemonstrates deep understanding of HRISDemonstrates deep understanding of MS Excel and data managementProficient with Microsoft Office Suite, and reporting toolsPhysical RequirementsAbility to travel up to 10-20% of the time to support field teamsAbility to work flexible hours, including occasional evenings or weekend to support business needsAbility to sit, stand, and work at a computer for extended periodsAbility to lift up to 20 pounds occasionally for event or training setupThis job description in no way states or implies that these are the only duties to be performed by the employee(s) in this position. Employee(s) will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments.All duties and responsibilities are essential job functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbent(s) will possess the skills, aptitudes, and abilities to perform each duty proficiently. The requirements listed in this document are the minimum levels of knowledge, skills, and abilities. Spotless Brands and its subsidiaries comply with federal and state disability laws and make reasonable accommodation for applicants and employees with disabilities. Spotless Brands and its affiliate brands are Equal Employment Opportunity (EEO) employers. Spotless Brands invites all qualified interested applicants to apply for career opportunities. It is the policy of the company to provide equal opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran, disabled status or any other protected group status as defined by and subject to applicable federal, state and local laws. We use E-Verify to check employment eligibility. Spotless Brands