Human Resources Generalist

Human Resources Generalist / Senior Human Resources Generalist Department Human Resources Reports to Senior Manager, Human Resources Location Middle River, MD (Hybrid – onsite + remote) Type Full-time, Exempt Experience 5–7 years of progressive HR experience Budget $55,000 - $70,000 plus bonus eligibility About Tilley We are a place where progress happens because people step in wherever they are needed. Titles describe where you start, not where your contribution ends, and the best ideas often come from someone willing to grab a problem and run with it alongside the rest of the team. About The Role We are looking for an experienced Human Resources Generalist / Sr. Generalist to serve as a trusted advisor across the organization and a driving force behind our people strategy. This is a high‑ownership role for someone with a strong command of HR fundamentals who can also see around corners – diagnosing what the business needs, building the solution, and carrying it through to results. You will partner with hiring managers on the full breadth of HR partnership – coaching managers company‑wide, leading employee relations, shaping talent and organizational decisions, and translating business priorities into people plans. You will operate with significant autonomy and sound judgment, and you will roll up your sleeves on the day‑to‑day while keeping an eye on the bigger picture. Responsibilities Strategic Business Partnership Act as a trusted HR partner and coach to managers and leaders across the organization, building relationships and influencing decisions on talent priorities. Translate organizational goals into actionable people plans – workforce planning, capability building, retention, and engagement – and drive them to measurable outcomes. Continuously assess current processes, tools, policies, etc. to ensure the HR function is operating effectively and efficiently; adopt AI as a tool to create efficiencies in the HR function. Bring business and data‑based recommendations forward for improvements. Recruiting & Talent Acquisition Own full‑cycle recruiting across the organization – intake, sourcing strategy, screening, interviewing, and offers – partnering with hiring managers to fill roles with speed and quality in partnership with HR team and external recruiters as applicable. Coach managers on hiring best practices, structured interviewing, and fair, consistent candidate evaluation that reduces bias and improves decisions. Build and maintain healthy talent pipelines for recurring and hard‑to‑fill roles, and strengthen the employer brand and candidate experience at every touchpoint. Manage relationships with agencies, job boards, and other sourcing channels, and use recruiting metrics to keep the funnel efficient and effective. Ensure a seamless handoff from offer to onboarding so new hires are set up to succeed from day one. Lead onboarding and offboarding activities for employees, ensuring timely completion of employment documentation, coordination of orientation and access configuration, exit processing, and adherence to company policies, legal requirements, and HR best practices. Employee Relations & Coaching Lead employee relations matters end to end – investigations, performance concerns, and conflict resolution – exercising sound, defensible judgment and balancing employee and business interests. Coach managers through difficult conversations, performance management, and team dynamics, raising the overall quality of leadership across the organization. Serve as an escalation point and steady hand for complex or sensitive situations. Programs, Compliance & Continuous Improvement Apply employment law and HR policy with confidence, keeping practices compliant, fair, and audit‑ready across the organization. Identify gaps in process, policy, and manager capability, then design and implement practical improvements that scale. Lead or contribute to company‑wide HR programs and initiatives – engagement, culture, learning, and policy – and pitch in wherever the team needs ownership taken. Talent, Performance & Organizational Effectiveness Lead talent processes, including annual performance cycle and development planning. Support organizational design efforts, role clarity, and change management. Guide compensation and promotion decisions to ensure equity and consistency. Identify training needs and bring recommendations forward; build and implement trainings as applicable. Experience & Education Bachelor's degree in Human Resources, Business, or a related field; advanced degree a plus. 5–7 years of progressive HR experience, including direct HRBP or generalist experience supporting managers and leaders. Hands‑on full‑cycle recruiting experience – sourcing, interviewing, and closing candidates across a range of roles. Demonstrated ownership of employee relations, talent processes, and manager coaching, ideally in a multi‑site, distribution, manufacturing, or similarly hands‑on environment. Strong working knowledge of employment law and HR best practices; comfort with HRIS and people analytics. Preferred Sound judgment – you navigate ambiguity and high‑stakes situations with discretion, weigh risk and impact, and make decisions you can stand behind. Attention to detail – you are rigorous with documentation, data, and follow‑through, because in HR the details protect both people and the business. Learning agility & growth – you stay current, learn fast, seek feedback, and continually raise your own and your managers' capabilities. Ownership & initiative – you take full ownership of outcomes, move work forward without being asked, and pitch in well beyond your job description to get the team there. Influence & trust – you build trust quickly, communicate with candor and care, and influence without relying on authority. Why Tilley A growth‑centric culture that puts every team member in a position to learn, grow, and succeed. A genuine seat at the table, with real ownership and the autonomy to make an impact across the organization. A collaborative, no‑egos team where people share the load and help each other win. Hybrid flexibility, competitive pay, and a comprehensive benefits package, backed by the stability of a company built since 1952 and still actively growing. Tilley Distribution is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic. Tilley Distribution Benefits Overview 401(k) Plan Medical Benefits Health, Dental, & Vision Insurance Health Savings Account FSA Health Care & Dependent Care Short‑Term & Long‑Term Disability Hospital Indemnity Additional Benefits Life Insurance and AD&D Coverage Company Paid Parental Leave Pet Insurance & Discounts Legal & Identity Theft Protection Transit Benefit Paid Holidays (8) Company Paid Holidays (2) Flexible Holidays Paid Time Off (PTO) #J-18808-Ljbffr