Human Resources Generalist II

Human Resources Generalist II

The Human Resources Generalist II is responsible for fostering a positive, inclusive, and compliant work environment and provides advanced, client-centered support for day-to-day Human Resources (HR) operations. This role serves as a primary HR contact and trusted advisor to employees, supervisors, and leadership, supporting a broad range of HR functions including employee relations, retention, policy interpretation, and workforce support.

As a Level II professional, the HR Generalist II operates with increased independence and accountability, managing complex and sensitive workplace matters, conducting workplace reviews and investigations, and recommending solutions aligned with University policies and applicable federal, state, and local employment laws. This role is a key contributor within the HR and Employee Relations function, ensuring compliance and consistency in HR practices.

The HR Generalist II partners closely with HR leadership to support performance management processes, including goal setting, evaluations, and performance improvement initiatives. This position requires strong interpersonal, analytical, and problem-solving skills to effectively diagnose organizational issues, facilitate conflict resolution, and implement actionable solutions.

This role also supports professional development initiatives and contributes to program development for both individual contributors and people leaders. Reporting to the Director of Employee Relations and/or HR Business Partner, this position provides cross-functional support and serves as a strategic resource to meet departmental and institutional goals.

The HR Generalist II is expected to independently manage workload priorities, handle multiple projects with competing deadlines, and communicate effectively on complex and sensitive matters with faculty, staff, and leadership. This position plays a key role in promoting organizational effectiveness through employee engagement, training, and talent development initiatives.

Duties and responsibilities include, but are not limited to, the following:

• Support and implement Human Resources strategies, programs, processes, and policies across assigned departments, programs, and schools
• Provide day-to-day HR administration with a higher level of discretion and judgment; serve as an initial HR contact and appropriately triage inquiries
• Act as a liaison between employees and leadership to address concerns related to policies, procedures, and workplace practices
• Recommend, develop, and implement employee relations practices that foster a positive and productive work environment
• Coach and advise people leaders on performance management, employee relations, retention strategies, and career development
• Support supervisors and managers in addressing complex performance concerns, disciplinary actions, and policy interpretation
• Serve as a trusted advisor to employees, supervisors, and administrators on sensitive workplace matters
• Conduct or support workplace reviews and investigations, ensuring appropriate documentation and resolution
• Develop and maintain employee evaluation and development plans; monitor completion and coach managers on effective performance reviews
• Develop and deliver training programs on workplace policies, compliance, conflict resolution, and performance management
• Maintain ongoing supervisor and leadership training initiatives aligned with University policies and employment laws
• Collaborate with HR functional areas (leaves, benefits, workers' compensation, recruitment) to provide comprehensive HR solutions
• Provide hands-on HR expertise in employee relations, onboarding, training, compensation, benefits, and organizational development
• Organize and facilitate training sessions and workshops; manage resources such as materials, budgets, and external vendors
• Demonstrate a strong understanding of departmental operations and proactively address workforce needs and challenges
• Assist HR leadership in ensuring compliance with all applicable federal, state, and local regulations
• Maintain current knowledge of employment laws and HR best practices
• Prepare and maintain records, reports, and HR-related documentation; analyze and present HR metrics and data
• Maintain employee personnel and recruitment records in accordance with legal requirements and confidentiality standards
• Partner with recruitment teams to ensure compliance with hiring practices and compensation guidelines
• Participate in hiring processes, including consultations with hiring managers and search committees
• Coordinate recruitment timelines, job postings, and interview processes as needed
• Liaise with internal University partners including Budget and Finance, Payroll, IT, and the Office of Equity and Title IX
• Evaluate and recommend improvements to HR policies, procedures, and operational practices
• Maintain physical and electronic employee records, ensuring accuracy and compliance
• Collaborate with external vendors, leadership, and employees to support HR initiatives
• Provide support across HR functional areas when needed and ensure timely response to HR inquiries
• Monitor and audit HR system transactions to ensure accuracy and alignment with payroll and benefits processes
• Provide backup support to HR team members and assist with departmental initiatives
• Perform other duties and special projects as assigned

Qualifications guidelines include, but are not limited to, the following:

• Required: A bachelor's degree in human resources, business, organizational development, or related field and/or Minimum of 4-6 years of progressive professional human resource experience, including relations and compliance Demonstrated experience handling complex and sensitive workplace issues
• Preferred: Society for Human Resources Management (SHRM) Certified Professional (CP), Professional (PHR), or Senior Professional (SPHR) in Human Resources. Human Resources experience in an educational setting is highly desirable.

Knowledge and skills include:

• Analyze, evaluate, and devise solutions to a variety of complex challenges and issues and recommend possible resolutions, and present detailed facts and recommendations verbally and in writing
• Demonstrate sound, independent judgment in resolving problems and making decisions; have functional knowledge of federal, state, and local laws and regulations related to human resource administration.
• Thorough knowledge of University policies and procedures, knowledge of the functional area, and understanding of how work may affect other areas
• Ability to manage complex situations/individuals effectively and with professionalism and compassion
• Analytical, active listening, and critical thinking skills
• Ability to maintain discretion with sensitive and confidential information
• Demonstrated skill in collaborating and partnering with people leaders and individual contributors in areas of conflict resolution, employee relations, change management, and performance management
• Knowledge of administrative tasks and responsibilities.
• Knowledge of applicable federal and state laws and regulations.
• Excellent verbal and written communication skills
• Superior customer service skills.
• Advanced computer skills, including data entry, data processing, communication tools, payroll, and human resources software, a plus.
• Problem-solving skills and resourceful thinking.
• Leadership and coaching skills.
• Strong empathy and interpersonal skills.
• Detail-oriented with excellent organizational skills.
• Attention to detail and analytically driven.
• Ability to work independently with interruptions and prioritize meeting deadlines.
• Ability to act with integrity, professionalism, and confidentiality.
• Proficient with Microsoft Office Suite or related software.
• Strong analytical and problem-solving skills.
• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems (UKGPro).
• Aptitude to learn new technology, methods, and procedures.
• Ability to develop, maintain, and strengthen partnerships with others inside or outside the university.
• Ability to use appropriate judgment when making decisions and recommendations.
• Must be able to competently interact with a culturally and ethnically diverse population of students, faculty, and staff.

Physical requirements/working conditions include:

Working Conditions: Duties performed are primarily in an office environment while sitting or standing at a desk or computer workstation or in meetings. Health and comfort prioritized. This position requires flexible working hours, which may include working some evenings, weekends, and some holidays.

Physical Demands: Incumbents regularly sit for long periods; walk short distances on a regular basis; use hands and fingers to operate an electronic keyboard or other office machines; reach with hands and arms; stoop or kneel or crouch to file; speak clearly and distinctly to answer telephones and to provide information; see to read fine print and operate computer; hear and understand voices over telephone and in person; and lift, carry and/or move objects weighing up to 10 pounds.