HR Generalist

Job Description

Job Description

Description:

Summary The HR Generalist partners with management and employees to support business objectives within designated units. This role develops and maintains strategic partnerships to deliver comprehensive HR services—including recruitment, onboarding, benefits, and employee relations—while maintaining a high level of business literacy regarding the organization’s strategic goals.

Essential Functions

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.

Employee Relations & Compliance

• Consultation: Provides HR guidance and policy interpretation to line management and employees.
• Conflict Resolution: Manages employee relations matters from intake to resolution, collaborating with HR leadership and Legal/Compliance as necessary.
• Investigations: Conducts thorough investigations into complex employee issues; gathers facts, analyzes relevant laws/practices, and recommends resolutions that protect the Company.
• Documentation: Maintains standardized investigative records, including notes, summaries, final reports, and disciplinary documentation.
• Regulatory Knowledge: Maintains in-depth knowledge of legal requirements (State, Federal, OSHA, HIPAA, ADA, FEHA, DOL) to reduce legal risk and ensure day-to-day regulatory compliance.

Performance & Talent Management

• Management Support: Provides daily guidance on performance management, including coaching, counseling, career development, and disciplinary actions.
• Culture Building: Works with management and staff to improve work relationships, build morale, and increase productivity and retention.
• Talent Acquisition: Executes the full recruitment lifecycle, including phone screens, in-person interviews, job fairs, reference checks, and background screenings.
• Onboarding: Facilitates new employee orientations and onboarding processes to ensure a seamless transition for new hires.

Administration & HR Operations

• Data Integrity: Performs HRIS data entry and maintains confidential personnel files in strict accordance with privacy standards.
• Reporting: Generates metrics, compiles data, and prepares reports on project progress or HRIS analytics as requested.
• Benefits Support: Assists with benefits administration and ensures compliance with related laws and regulations.
• Departmental Support: Provides general clerical support, including triaging messages, organizing work, and maintaining equipment/supplies.

Professional Expectations

• Communication: Keeps direct supervisors informed of work progress, timelines, and potential issues while consistently meeting commitments.
• Professionalism: Maintains a professional appearance and demeanor in alignment with Company policies.
• Continuous Learning: Stays current on organizational structure, personnel policies, and evolving employment laws.
• Other Duties: Performs additional tasks as assigned by management.

Requirements:

Qualifications & Requirements

Education & Experience

• Required: Bachelor’s Degree in Human Resources, Business, or a related field.
• Experience: 8–10 years of experience as an HR Business Partner or in Employee Relations (or an equivalent combination of education and experience).
• Preferred: HR experience within the healthcare or ophthalmology industry.
• Certification: PHR or SPHR certification is highly desirable.

Technical Skills & Knowledge

• HR Expertise: Broad knowledge across HR disciplines, including compensation practices, organizational hierarchy, and administrative standards.
• Regulatory Proficiency: Ability to interpret and apply federal/state laws, guidelines, and company policies.
• Systems: Computer proficiency in Microsoft Office (Word, Excel); experience with ADP is a plus.
• Data-Driven: Ability to use data to inform decisions and maintain structured operational processes.

Core Competencies

• The Influencer: An active listener who builds trust, tailors coaching styles to individual needs, and manages change through positive reinforcement.
• The Operator: A results-oriented self-starter who prioritizes daily tasks to meet commitments in a fast-paced, sometimes ambiguous environment.
• The Team Builder: A person of high integrity who motivates others, promotes continuous learning, and acts as an effective assessor of talent.
• Critical Thinking: Sound judgment and the ability to draw valid conclusions under pressure, even when available information is limited or vague.

Interpersonal & Professional Standards

• Communication: Excellent verbal and written skills; ability to respond professionally to inquiries from staff, vendors, and the community.
• Confidentiality: Absolute commitment to ethics, privacy, and cultural awareness.
• Service Focus: Dedicated to relationship management across all levels of the organization.

Work Environment & Physical Demands

To perform this job successfully, an individual must meet the following physical requirements with or without reasonable accommodation.

• Setting: Primarily a temperature-controlled office environment with low to moderate noise levels.
• Physical Activity: Regularly required to sit, stand, walk, reach, and use a keyboard. Occasional stooping, kneeling, bending, or crouching is required.
• Dexterity: High level of finger dexterity needed to access and retrieve data via computer and standard office equipment.
• Lifting: Frequently handles reports and records typically weighing less than 20 pounds.
• Vision/Hearing: Must be able to see, talk, and hear to effectively communicate and review documentation.

All of the information contained herein reflect general details as necessary to describe the principal functions of this classification, the level of knowledge and skill typically required and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements. Management reserves the rights to add, modify, change, or rescind the duties and/or work assignments of all positions, without advanced notice, and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.