Human Resources Generalist

Human Resources GeneralistThe Human Resources Generalist serves as the primary Human Resources partner for assigned departments, providing comprehensive HR support across talent acquisition, employee relations, performance management, compensation administration, benefits and leave coordination, compliance, and employee engagement. The position works closely with managers and employees to ensure consistent application of company policies and HR practices while supporting the effective delivery of Human Resources programs and initiatives.The Human Resources Generalist operates with a high degree of independence within assigned areas of responsibility and serves as a trusted resource to managers and employees. The position partners closely with the Vice President of Human Resources and other members of the HR team to address employee and organizational needs, maintain compliance, support workplace safety initiatives, and contribute to a positive, high-performing workplace culture.Generalist ResponsibilitiesServes as the primary Human Resources partner for assigned departments, providing comprehensive HR support and coordinating the delivery of Human Resources programs and services within those areas.Provides guidance to managers and employees regarding employee relations matters, workplace concerns, company policies, and appropriate resolution of workplace issues; escalates significant or complex matters to the Vice President of Human Resources as appropriate.Ensures compliance with federal, state, and local employment laws; reviews onboarding, I-9, credentialing, and employment documentation requirements to ensure compliance.Supports HR-related audits and regulatory compliance activities as needed.Ensures leave administration processes, including FMLA, ADA, and other protected leave programs are followed within applicable client group.Coordinates employee policy administration and assists in policy development.Supports administration of compensation programs within assigned departments, including salary changes, promotions, incentive payments, and related HRMS transactions, ensuring accuracy and consistency with established compensation practices.Coordinates benefits enrollment, qualifying life events, and employee communications.Partners with leadership to improve employee engagement and organizational culture.Assists with event and catering planning, execution, and support for employee events as needed.Talent Acquisition & RetentionCoordinates and supports administration of the Company's performance management process within assigned departments.Partners with hiring managers to develop recruiting strategies designed to attract high-quality talent; evaluates recruiting effectiveness and recommends process improvements.Screens, interviews, and recommends qualified candidates.Develops and maintains relationships with recruiting, staffing and other talent sources as needed.Health & SafetyServes as the HR lead for workplace health and safety administration, coordinating safety programs and initiatives in partnership with operational leadership and under the oversight of the Vice President of Human Resources.Maintains and updates HR policies, handbooks, and procedures related to health and safety.Supports audits and risk mitigation efforts with oversight from the VP of HR.Manages Safety Committee and coordinates meetings and provides updates for executive review; partners with leaders to promote a culture of safety and proactively address workplace hazards.Coordinates and tracks required safety training programs both in office and the field.Supports incident reporting, investigation, and corrective action processes.Performance ManagementLeads administration of the Company's performance management process within assigned group.Coaches managers on performance expectations, documentation, and employee development.Ensures consistent execution of performance reviews and goal-setting processes.Partners with managers on performance improvement plans and corrective action when appropriate.Supports leadership development by identifying trends and opportunities for manager development.Required Education and ExperienceBachelor's degree in human resources, business or related field required.5+ years' human resources experience with demonstrated track record of achievement and progressive responsibility; strong preference for experience in a healthcare or other heavily regulated setting.SHRM and/or HRCI professional certification strongly preferred.Position RequirementsExcellent verbal and written communications required; strong facilitation and interpersonal skills required.Demonstrated proficiency with Microsoft Office applications and HRIS/HRMS platforms, including experience developing and optimizing HR workflows.Ability to handle confidential information in an appropriate and professional manner required.Must possess strong analytical skills and the ability to communicate complex information effectively.Excellent time management skills with a proven ability to meet deadlines required.Ability to prioritize tasks and to delegate them when appropriate.Must be able to work independently and use sound judgment to make decisions.