Senior Human Resources Generalist

Senior Human Resources Generalist

The Senior Human Resources Generalist is an experienced HR professional responsible for independently administering and supporting a broad range of Human Resources functions throughout the employee lifecycle. This position provides hands-on support in employee relations, performance management, leave and accommodation administration, policy interpretation, compliance, onboarding and offboarding, employee changes, payroll coordination, benefits administration, recruiting, HR systems, and general HR operations.

The Senior HR Generalist serves as a primary resource for employees and managers, providing practical guidance on HR policies, employment practices, employee concerns, and workplace matters. The position independently handles moderately complex to complex HR issues, identifies when matters require escalation, and partners with HR leadership and other HR functions to ensure consistent and compliant HR practices.

The ideal candidate has broad HR experience, strong knowledge of employment practices, sound judgment, and the ability to balance employee support with company policies and business needs.

Employee Relations

• Serve as a primary HR resource for employees and managers regarding workplace concerns, employee relations matters, policies, and employment practices.
• Independently manage employee relations matters involving attendance, conduct, workplace conflicts, policy violations, performance concerns, and other employee issues.
• Conduct workplace investigations, including gathering information, interviewing involved parties and witnesses, reviewing documentation, and preparing findings.
• Partner with HR leadership on complex, sensitive, or high-risk employee relations matters.
• Provide managers with guidance regarding appropriate employee relations actions and documentation.
• Review corrective action documentation for consistency, clarity, factual support, and alignment with company policy.
• Identify recurring employee relations concerns and recommend appropriate actions or process improvements.
• Maintain complete and confidential documentation of employee relations matters.
• Promote consistent application of company policies and employment practices across departments.

Performance Management and Corrective Action

• Provide managers with guidance regarding employee performance concerns and appropriate performance management practices.
• Assist managers in developing clear performance expectations and documentation.
• Support the preparation and administration of coaching documentation, written warnings, final warnings, performance improvement plans, and other corrective actions.
• Review corrective actions before delivery to ensure documentation appropriately addresses the performance or conduct concern.
• Participate in corrective action meetings when appropriate.
• Monitor active performance improvement plans and corrective actions for required follow-up.
• Advise managers on distinguishing between performance, attendance, conduct, policy, and other employee concerns.
• Maintain appropriate performance and corrective action documentation.

Leave of Absence and Accommodation Administration

• Administer employee leave programs in accordance with applicable company policies and federal, state, and local requirements.
• Serve as a resource for employees and managers regarding FMLA, company leaves, parental leave, military leave, state-specific leave programs, and other applicable leave programs.
• Determine or coordinate employee eligibility for applicable leave programs.
• Provide required notices, forms, and communications and monitor documentation deadlines.
• Track leave usage, certifications, recertifications, return-to-work requirements, and exhaustion of available leave.
• Coordinate leave administration with payroll, benefits, disability carriers, state programs, and third-party administrators as applicable.
• Administer the interactive process for employee accommodation requests under the ADA and applicable state requirements.
• Coordinate appropriate documentation and communication regarding accommodation requests.
• Partner with HR leadership or Legal on complex accommodation and leave matters.
• Maintain confidential leave and accommodation records.
• Support employees and managers through return-to-work and transitional processes.

HR Compliance

• Interpret and administer company policies and procedures.
• Provide employees and managers with guidance regarding policy requirements and established HR practices.
• Support development, review, and revision of HR policies and procedures.
• Monitor changes to federal, state, and local employment requirements and assist with implementing necessary changes.
• Support compliance with applicable employment laws and regulations, including wage and hour, equal employment opportunity, leave, accommodation, and recordkeeping requirements.
• Assist with internal HR audits and compliance reviews.
• Identify potential compliance concerns and escalate matters when appropriate.
• Maintain HR records in accordance with applicable retention and confidentiality requirements.
• Assist with preparation of documentation associated with unemployment claims, agency inquiries, audits, and other employment matters.

Employee Lifecycle Administration

• Support employees and managers throughout the employee lifecycle, including hire, onboarding, job changes, transfers, promotions, leaves, and separation.
• Review employee changes for appropriate documentation, approvals, and effective dates.
• Coordinate employee changes with Payroll, Benefits, Talent Management, HRIS, and other HR functions as necessary.
• Support onboarding activities and ensure required employment documentation is completed.
• Assist managers with employee transition and organizational change processes.
• Conduct or coordinate exit interviews and analyze employee feedback for recurring themes.
• Support voluntary and involuntary separation processes.
• Prepare and review separation documentation and coordinate final HR-related activities.
• Ensure employee records and HR systems accurately reflect employment changes.
• Support the HR components of new employee onboarding.
• Ensure required employment documentation and HR processes are completed accurately and timely.

Recruiting and Talent Acquisition Support

• Partner with hiring managers to support recruiting efforts, including intake discussions, job requisition review, candidate screening, interview coordination, and hiring recommendations.
• Review job descriptions and recruiting requirements to ensure alignment with business needs, internal job structures, compensation expectations, and established approval processes.
• Source and screen candidates for assigned positions using Workday Recruiting, LinkedIn, job boards, referrals, staffing partners, and other recruiting channels.
• Support interview planning and selection processes by developing screening criteria, coordinating interviews, gathering feedback, and maintaining accurate candidate documentation.
• Manage candidate progression through Workday Recruiting, including requisition activity, interview status, dispositioning, offer-related steps, and required approvals.
• Partner with hiring managers and HR leadership to identify recruiting challenges, candidate market trends, and opportunities to improve time to fill and candidate quality.
• Support offer preparation, pre-employment activities, and transition of selected candidates into onboarding.
• Assist with recruiting metrics and reporting, including applicant activity, source effectiveness, time to fill, interview conversion, and offer acceptance.
• Support talent pipeline development for recurring, specialized, or difficult-to-fill positions.
• Ensure recruiting and selection practices are consistent, documented, and compliant with company policies and applicable employment requirements.

Benefits Administration

• Support the day-to-day administration of employee benefit programs, including medical, dental, vision, life insurance, short-term and long-term disability, retirement, and other company-sponsored benefits.
• Serve as a resource for employees regarding benefit eligibility, enrollment, coverage, deductions, qualifying life events, and general benefit questions.
• Process and review benefit enrollment events in Workday, including new hire enrollment, qualifying life events, employee changes, and benefit terminations.
• Coordinate with benefit carriers, brokers, third-party administrators, and internal partners to research and resolve employee enrollment, eligibility, coverage, and deduction issues.
• Support annual benefits open enrollment, including employee communications, Workday enrollment activities, benefit elections, employee questions, and post-enrollment review.
• Review benefit elections, eligibility, effective dates, and payroll deductions for accuracy and assist with reconciliation of discrepancies between Workday, payroll, and carrier records.
• Support administration of COBRA, disability benefits, life insurance, and other benefit continuation or claim-related processes as applicable.
• Assist with benefit invoice review and reconciliation to identify enrollment, billing, eligibility, or deduction discrepancies.
• Coordinate benefit changes associated with employee leaves of absence, status changes, and employment separations.
• Maintain accurate benefit records and documentation while ensuring employee benefit information is handled confidentially and in accordance with company policies and applicable requirements.

Payroll Administration

• Process accurate and timely payroll, including regular, off-cycle, and supplemental payrolls, ensuring employee earnings, deductions, taxes, and benefit deductions are properly calculated and