Human Resource Generalist

CRi is a mission-driven nonprofit organization dedicated to supporting individuals with developmental disabilities and mental health needs. We are seeking an experienced HR Generalist to provide hands‑on employee relations, performance management, compliance, and HR operational support across our organization. Position Summary The HR Generalist serves as a trusted partner to employees, managers, and organizational leaders. This position is primarily responsible for employee relations, workplace investigations, performance management, unemployment administration, policy interpretation, compliance initiatives, and employee lifecycle support. Working closely with HR leadership and our Benefits, HR Operations, Talent Acquisition, and Learning & Development teams, the HR Generalist helps ensure consistent HR practices, regulatory compliance, and a positive, productive workplace. Key Responsibilities Employee Relations Serve as a primary HR resource for employee relations matters. Coach managers on performance concerns, workplace conflict, attendance, employee conduct, and corrective action. Conduct timely and objective investigations involving harassment, discrimination, retaliation, policy violations, and other workplace concerns. Document findings and recommend appropriate corrective actions. Review disciplinary actions, performance improvement plans, and termination recommendations. Facilitate conflict resolution and workplace mediation. Monitor employee relations trends and recommend proactive solutions. Performance Management Support annual and ongoing performance evaluation processes. Coach managers on performance documentation and delivering effective feedback. Review evaluations for consistency, quality, and compliance. Assist with performance improvement plans and corrective action processes. Monitor completion rates and reporting for performance reviews. Unemployment Administration Manage unemployment claims and prepare timely agency responses. Collect and maintain supporting documentation for claims and hearings. Participate in fact‑finding interviews and unemployment hearings as appropriate. Track claim activity, outcomes, and trends. Recommend strategies to reduce unemployment liability exposure. Ensure all state deadlines and hearing requirements are met. Compliance and Risk Management Interpret and consistently apply HR policies and employment practices. Support compliance with applicable federal, state, and local employment laws. Assist with accreditation, licensing, regulatory reviews, and personnel-file audits. Support the implementation and communication of HR policies and procedures. Maintain accurate and confidential employee documentation. Employee Lifecycle and HR Programs Support employee onboarding and offboarding activities. Conduct and track exit interviews. Respond to employee and manager questions promptly and professionally. Participate in employee engagement and organizational initiatives. Support employee communications and organizational change efforts. Identify opportunities to improve HR processes and service delivery. Training and Development Facilitate HR-related training programs. Deliver training on workplace expectations, HR policies, performance management, documentation, and employee relations. Support leadership and management development initiatives. Identify workplace training needs and recommend appropriate solutions. Requirements Required Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of relevant education and experience. At least five years of progressive human resources experience. Demonstrated experience conducting workplace investigations and advising managers. Strong knowledge of employment laws and HR best practices. Experience managing sensitive and confidential information. Preferred Qualifications Experience administering unemployment claims and participating in hearings. Experience supporting a multisite organization. Human services, healthcare, behavioral health, or nonprofit experience. SHRM-CP, SHRM-SCP, PHR, or SPHR certification. Knowledge, Skills, And Abilities Strong employee relations, investigative interviewing, and documentation skills. Sound judgment and the ability to make well-supported recommendations. Excellent conflict‑resolution and mediation capabilities. Strong written and verbal communication skills. Ability to interpret policies and employment requirements consistently. Ability to build trusted relationships with employees and leaders at all levels. Strong organization and time‑management skills. Ability to manage multiple priorities and meet deadlines. Proficiency with HRIS platforms and Microsoft Office applications. Commitment to confidentiality, professionalism, and ethical HR practices. Work Environment and Physical Requirements Office‑based work with periodic visits to program locations throughout Virginia, Maryland, and Washington, D.C. Must be able to reliably commute to Richmond, VA 23236, or relocate before beginning employment. Eligible to apply for a hybrid work schedule following a satisfactory 90‑day evaluation. Prolonged periods working at a computer and using a telephone. Must be able to lift up to 20 pounds. What Success Looks Like Employee relations matters are addressed thoroughly, consistently, and within established timelines. Investigations are generally completed within 30 calendar days unless additional time is required due to complexity. Unemployment claims and hearings are handled accurately and by all applicable deadlines. Managers receive timely, practical guidance regarding performance and employee relations matters. Performance evaluations, personnel documentation, and compliance reviews are completed accurately and on schedule. Employee and manager inquiries receive an initial response within one business day. HR processes are continually reviewed and improved to support employees and organizational goals. #J-18808-Ljbffr