Human Resource Generalist

Salary Range: $70,000.00 To $75,000.00 Annually Summary: The Human Resources Generalist serves as a trusted HR partner responsible for independently administering and supporting a broad range of human resources programs and activities within established departmental direction and authority. This position provides guidance to members and leaders regarding employee relations, benefits leave administration, recruiting, onboarding, policy interpretation, compliance, and other employment matters. The HR Generalist exercises sound judgment and discretion in resolving routine and moderately complex HR issues, identifies matters requiring escalation, and partners with HR leadership to support an engaged, compliant, and effective workforce. Provide guidance to members and leaders regarding workplace concerns, performance issues, policy interpretation, attendance, conduct, and other employee relations matters. Independently resolve routine and moderately complex matters within established authority and escrow higher-risk or complex matters to HR leadership when appropriate. Maintain accurate and timely documentation of employee relations matters, investigations, corrective actions, and other employment-related activity using established HR systems and processes. Partner with supervisors and managers to provide HR guidance regarding day-to-day workforce needs, employee engagement, performance management, policy application, and employment practices. Manage assigned recruiting activities from position opening through offer acceptance, including sourcing candidates, reviewing applications and resumes, conducting phone screens, coordinating interviews, supporting candidate selection, preparing employment offers, and maintaining accurate recruiting records. Coordinate and administer the new hire onboarding process, including pre-employment activities, new hire documentation, orientation, benefit enrollment support, HRIS setup, and coordination with hiring leaders and other departments to support a positive and effective onboarding experience. Administer employee benefit programs and serve as a primary resource for member benefit questions, enrollments, qualifying life events, eligibility changes, open enrollment, and related benefit processes. Coordinate with benefit vendors and ensure timely and accurate HRIS updates affecting benefit deductions and payroll. Administer employee leaves of absence, including FMLA, New York Paid Family Leave, disability, ADA-related leave and accommodation processes, and personal leaves. Coordinate intake, eligibility determination, required notices and documentation, tracking, communication, return-to-work processes, benefit continuation, and coordination with third-party administrators and insurance carriers. Support the interactive process for workplace accommodation requests in partnership with HR leadership, employees, healthcare providers, and operational leadership, ensuring appropriate documentation and consistent administration. Partner with Environmental Health & Safety and applicable carriers or third-party administrators in the administration of workers' compensation claims, including employee communication, documentation, work status updates, and return-to-work coordination. Process and audit employee data changes within the HRIS, including hires, transfers, promotions, compensation changes, benefit changes, leaves, and terminations, ensuring accuracy, appropriate authorization, confidentiality, and timely communication of payroll-impacting changes. Support compliance with applicable federal, state, and local employment laws and regulations and assist HR leadership in maintaining compliant employment practices, records, notices, reporting, and documentation. Provide guidance to members and supervisors regarding HR policies, programs, procedures, and employment practices; identify recurring questions or inconsistencies and recommend clarification or process improvements when appropriate. Support leaders throughout the performance management process, including goal setting, coaching, corrective action, performance improvement, documentation, and periodic performance review activities. Develop and deliver HR-related training, presentations, orientation content, policy refreshers, benefit education, and other learning sessions for members and leaders as assigned. Prepare recurring and ad hoc HR reports and metrics; review workforce and HR data for trends, accuracy, risks, and opportunities; and provide meaningful information to support HR and business decision-making. Conduct regular audits of HR records, systems, employment documentation, and HR processes to maintain data integrity and support internal, regulatory, benefit, payroll, ISO, and other applicable audits. Coordinate assigned employee separation activities, including documentation, HRIS processing, benefit communication, exit interviews, equipment or access coordination as applicable, and identification of relevant turnover trends. Participate in the planning and execution of employee engagement activities, recognition programs, company-sponsored events, and other initiatives supporting organizational culture. Maintain professional working relationships with employees, applicants, vendors, service providers, educational institutions, community partners, and other external stakeholders as appropriate. Support school, community recruiting, workforce development, and business outreach activities, including coordination of facility tours when appropriate. Identify opportunities to improve HR processes, eliminate unnecessary administrative work, strengthen employee and leader service, improve documentation, and increase departmental efficiency. Maintain sufficient cross-functional knowledge of HR department responsibilities to provide effective backup coverage when necessary. Maintain strict confidentiality of employee, applicant, medical, compensation, business, and other sensitive information in accordance with company requirements and applicable law. Perform responsibilities in accordance with applicable ISO 9001 requirements, company safety expectations, policies, procedures, and established business practices. Promptly report identified safety concerns or unsafe conditions through appropriate channels. Perform other duties, special assignments, and HR projects as necessary. This job description describes the general nature and level of work performed and is not intended to represent an exhaustive list of all responsibilities, duties, or qualifications associated with the position. Minimum Qualifications: Five or more years of progressively responsible human resources experience with demonstrated experience in multiple HR disciplines such as employee relations, benefits administration, leave management, recruiting, onboarding, HRIS administration, performance management, or employment compliance. Demonstrated ability to independently manage HR responsibilities, exercise sound judgment, maintain confidentiality, prioritize competing demands, and appropriately escalade complex or sensitive matters. Strong written and verbal communication skills and proficiency with Microsoft Office and HR information systems required. Education/Training: Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or related discipline preferred. An associate degree combined with substantial relevant HR experience, or an equivalent combination of education and experience, will be considered. Licensure/Certification: Professional HR certification such as PHR, SHRM-CP, or equivalent preferred. Experience/Skills/Abilities: Demonstrated interpersonal skills and ability to establish credible working relationships across all levels of the organization. Strong written and verbal communication skills. Demonstrated ability to distinguish between matters that can be independently resolved and matters requiring consultation or escalation to HR leadership. Ability to exercise discretion and sound judgment when handling confidential, sensitive, or difficult employee matters. Strong organizational and time-management skills with the ability to prioritize multiple competing responsibilities. Demonstrated analytical and problem-solving ability, including the ability to identify patterns, assess information, determine appropriate action, and elevate concerns when necessary. Proficiency with HR information systems, Microsoft Office applications, electronic recordkeeping, reporting, and data analysis. Ability to work effectively both independently and collaboratively within a team environment. Demonstrated initiative, accountability, adaptability, attention to detail, and commitment to responsive internal customer service. Licensure/Certification: Professional HR certification such as PHR, SHRM-CP, or equivalent preferred. Experience/Skills/Abilities: Demonstrated interpersonal skills and ability to establish credible working relationships across all levels of the organization. Strong written and verbal communication skills. Demonstrated ability to distinguish between matters that can be independently resolved and matters requiring consultation or escalation to HR leadership. Ability to exercise discretion and sound judgment when handling confidential, sensitive, or difficult employee matters. Strong organizational and time-management skills with the ability to prioritize multiple competing responsibilities. Demonstrated analytical and problem-solving ability, including the ability to identify patterns, assess information, determine appropriate action, and elevate concerns when necessary. Proficiency with HR information systems, Microsoft Office applications, electronic recordkeeping, reporting, and data analysis. Ability to work effectively both independently and collaboratively within a team environment. Demonstrated initiative, accountability, adaptability, attention to detail, and commitment to responsive internal customer service. Work Schedule/Hours: This is a full-time salaried position generally scheduled Monday through Friday during normal business hours. Flexibility in work schedule may periodically be required to support employee needs, meetings, training, recruiting activities, company events, or business operations outside normal working hours. Occasional overtime may be necessary. Minimal overnight travel, generally up to 10%, may be required. #J-18808-Ljbffr