HR Generalist

Under the Human Capital umbrella, the Human Resources Generalist in MROH office (Irving TX) manages a broad range of HR activities supporting the MRO Holdings corporate office in Irving, Texas, across the employee lifecycle, including employee relations, investigations, engagement, onboarding, offboarding, compliance, benefits, immigration, and communications. In addition to local HR responsibilities, the HR Generalist supports global Human Capital initiatives in areas such as compensation, learning and development, talent management, and organizational effectiveness. The role works both independently and collaboratively with HR colleagues and business leaders to achieve strategic business and people objectives. The HR Generalist also provides project management and analytical support to the Chief Human Resources Officer on special projects, strategic initiatives, and cross-functional programs. When necessary, the HR Generalist escalates critical issues to the appropriate HR Business Partner or Human Capital leader to ensure timely and effective resolution. 

Job Duties and Responsibilities

Educates employees and leaders on company policies, programs, and HR practices to promote compliance, employee engagement, and a positive workplace culture across the organization.

Provides day-to-day HR guidance and support to employees and managers on employee relations matters, policy interpretation, and people-related issues.

Coordinates employment-related processes, including background checks, employment verification, onboarding documentation, and employee records administration.

Supports new hire orientation, employee recognition initiatives, engagement activities, and other programs that enhance the employee experience.

Administers and supports a broad range of HR programs and processes, including employee relations, investigations, performance management, compensation, benefits, leave administration, compliance, communications, learning and development, talent management, and employee engagement

Responds to HR-related inquiries from employees, managers, and candidates, escalating complex or sensitive matters to the appropriate Human Capital leaders when necessary.

Assists with employee relations matters, investigations, corrective actions, disciplinary processes, and terminations while ensuring consistency, fairness, and compliance.

Maintains compliance with federal, state, and local employment laws and regulations, supporting policy updates and recommending best practices to mitigate organizational risk.

Stays current on HR trends, employment legislation, talent management practices, compensation programs, learning and development strategies, and emerging HR technologies.

Supports performance management processes, including goal setting, talent reviews, succession planning activities, performance evaluations, and development planning.

Partners with Human Capital leaders on global initiatives related to compensation, learning and development, talent management, organizational effectiveness, and workforce planning.

Monitors employee engagement, culture, and organizational health, identifying trends and recommending actions that improve employee experience and business outcomes.

Conducts exit interviews, analyzes turnover trends, and provides recommendations to improve retention and employee satisfaction.

Develops and delivers HR reports, dashboards, and workforce analytics related to headcount, turnover, engagement, compensation, talent, and other key people metrics to support informed business decisions.

1. Provides project management, research, analysis, and execution support for strategic initiatives and special projects led by the Chief Human Resources Officer, working collaboratively across functions and geographies.

Organization

Role within Organization Chart. List immediate supervisor and direct reports. Only job titles are needed.

Decision Discretion

Decisions made by this role that DO NOT require approval. (This does no bypass need for communication)

Decisions that will require approval.

Key Interactions

Internal

External

Working Conditions

For Human Capital Use Only

Band

Note: Please indicate de IPE code or N/A if it does not apply.