Senior HR Generalist

Job Description

Job Description

Description:

Report to: Senior Manager, HR & Employee Experience

Salary Range: 74,000 - 92,000

Job Type: Full-time, Exempt

 

Position Summary:  

Reporting to the Senior Manager, HR & Employee Experience, the Senior HR Generalist is responsible for supporting the daily operations of the HR department with a focus on driving HR operational excellence. The role includes handling, overseeing leaves of absence (LOA) process, accommodations, and employee experience, ensuring compliance and supporting a thriving workplace culture.

Responsibilities  

Leave Administration:  

• Administer end-to-end leave of absence cases, including Family and Medical Leave Act (FMLA), short/long-term disability, military leave, and state-specific paid leave laws. 
• Oversee outsourced/external administrator of LOA system and process, including return to work, ensuring employees, people managers, finance team, and vendors/TPA’s are informed and collaborating appropriately. 
• Inform and educate staff and people managers regarding the rules, guidelines and interplay of various types of leaves including FMLA, WAPFML and sick leave. 
• Works with Sr. HR Specialist to supports Sr. Manager in reporting metrics, such as leave durations and benefits costs.
• Review Leave Transfer requests and collaborate with senior leaders to make appropriate decisions on a case-by-case basis. 

Employee Relations/Experience:  

• Provides initial intake and support on non-complex employee relations issues; serves as a back up to the Sr Manager, HR and Employee Experience on complex employee relations issues; Supports leaders in managing employee relations issues, ensuring DEIB lens is applied and appropriate resolution and escalation.
• Conducting investigations into workplace complaints (e.g., policy violations or harassment claims).
• Support resolution of interpersonal disputes or disagreements between staff and management. 
• Guiding managers through corrective actions, warnings/performance improvement plans (PIPs), and involuntary terminations. 
• Manages EAP and coordinates wellness and resource events for staff; communicate, coordinate, and oversee events. 
• Manages the Performance Excellence Program (PEP) throughout whole life cycle. 
• Manages the BEAM program. 

Americans with Disabilities Act (ADA) Accommodations:  

• Administers ADA accommodation process, ensuring legal compliance, timely communication and regular follow-up and tracking. 
• Facilitate conversations with employees and their managers to identify specific workplace needs and determine effective, reasonable accommodation(s). 
• Support the evaluation of documentation, determine eligibility, and coordinate with people managers and Sr Manager, L&D and Employee Experience to ensure compliance with the ADA and other applicable laws and regulations. 
• Recommending and securing tools, ergonomic equipment, schedule changes, or modified duties to allow employees to perform their essential job functions. 

Worker’s Compensation:  

• Manages the lifecycle of workplace injury and illness claims. 
• Review accident reports, investigate the validity of claims, and ensure compliance with state and federal regulations (such as Washington's L&I system). 
• Serve as a liaison between injured employees, management, medical providers, and insurance carriers to facilitate proper medical care and return-to-work programs. 
• Partner with HR teams and Finance teams to set up Worker’s Comp in other states. 

Knowledge and Abilities:  

• Excellent written and verbal communication to ensure effective business communications that ensures employees and vendors have a clear understanding of decisions made, requests, requirements and/or outcomes 
• HR Skills and Knowledge 
• Well informed on employment laws and compliance requirements 
• Understanding of and ability to administer various leaves, leave laws and the Americans with Disabilities Act Amendments Act 
• Knowledgeable on employment law for non-union roles and understanding of the Collective Bargaining Agreement (CBA) for union roles 
• Administrative tasks and aptitude for technology 
• Understanding of and ability to work in human resources-related systems and data, proficient in Microsoft Office Suite 
• Commitment to accuracy and attention to detail while meeting deadlines 

Qualifications and Experience:  

• Bachelor’s degree OR equivalent years of work experience in Human Resources
• Minimum of 3+ years of progressive experience in HR, including but not limited to employee relations & engagement, benefits administration, leaves & accommodations, etc. 
• Exceptional empathy and communication skills to guide employees through sensitive life events and stressful leave situations. 
• Professional in Human Resources (PHR) or Sr. Professional in Human Resources (SPHR) certification is preferred.
• Proficiency in employment or labor laws, state and federal regulations, and HR best practices.
• Experience with an HRIS or other data information system required.
• Experience in labor relations with union represented workforce preferred. 

Requirements:

Qualifications and Experience:  

• Bachelor’s degree OR equivalent years of work experience in Human Resources
• Minimum of 3+ years of progressive experience in HR, including but not limited to employee relations & engagement, benefits administration, leaves & accommodations, etc. 
• Exceptional empathy and communication skills to guide employees through sensitive life events and stressful leave situations. 
• Professional in Human Resources (PHR) or Sr. Professional in Human Resources (SPHR) certification is preferred.
• Proficiency in employment or labor laws, state and federal regulations, and HR best practices.
• Experience with an HRIS or other data information system required.
• Experience in labor relations with union represented workforce preferred. 

DISCLAIMER:

The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, or to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications, and objectives required of employees assigned to this job. As an adaptive organization, responsibilities can and will change in alignment with greater efficiencies and mission metrics.

Thriving employees means a thriving mission:

We work hard to embrace diversity and inclusion. We encourage everyone at Crisis Connections to bring their authentic selves to work every day. We are dedicated to supporting our employees by offering excellent benefits and career progression opportunities. 

· 100% employee paid Medical, Dental and Vision Coverage

· Flexible Spending (FSA)

· Retirement Plan

· Generous Paid Time Off

We are an Equal Employment Opportunity and Non-Discrimination Employer:

Crisis Connections (CC) is committed to equal opportunity for all employees and applicants. CC does not discriminate with regards to hiring, assignment, promotion, or other conditions of staff employment because of race, color, religion, sex, national origin, age, marital status, sexual orientation, gender, gender identity, veteran status, disability, genetic information, or any other status protected under local, state or federal law.

In accordance with the Americans with Disabilities Act, upon request, reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of our positions. 

Crisis Connections is an equal opportunity employer. We value having employees whose skills, experience and background reflect the diverse populations we serve.