Human Resources Generalist

Job Description:

The History of Foley Family Wines & Spirits
In spring of 1996, Bill & Carol Foley purchased 1,000 acres of lush and fertile earth within the then relatively unknown Sta. Rita Hills region of Santa Barbara County. Their plan – produce hand-crafted Chardonnay and Pinot Noir that reflected the best of California’s Central Coast. Named for their two daughters – Lindsey & Courtney – Lincourt Vineyards was born, and with it, the beginning of Foley Family Wines & Spirits.

In the 25 years since, Foley Family Wines & Spirits has grown into one of the world’s largest producers of fine wine, adding some of the industry’s most valuable wineries, located in the most recognized winemaking regions, including Napa, Sonoma, the Pacific Northwest, and New Zealand. Today, the Foley Family Wines & Spirits portfolio boasts a number of the most-celebrated names in wine, including Chalk Hill Estate, Chalone, Ferrari-Carano, and Sebastiani.

**This is a hybrid role. Tues - Thurs onsite Mon & Fri remote optional**

Job Summary
The Human Resources (HR) Generalist is a key member of the Human Resources team responsible for providing comprehensive HR support to assigned business functions across the organization. This role partners with leaders and employees to deliver guidance and support in recruiting, employee relations, performance management, onboarding, offboarding, HR administration, workers' compensation, and HR systems. The HR Generalist ensures the consistent application of company policies, employment practices, and compliance while supporting employee engagement and organizational effectiveness.

This position is based at the Corporate Office in Santa Rosa, CA and requires regular travel throughout Napa and Sonoma Counties, with occasional travel to additional Central California winery locations and Oregon as business needs require.

Essential Duties & Responsibilities

Employee Relations
• Serve as the primary HR contact for assigned business functions, providing consultative support to leaders and employees
• Build and maintain effective working relationships with employees and management
• Coach supervisors and managers on employee relations matters, performance management, attendance, documentation, and policy interpretation
• Conduct workplace investigations involving employee concerns, policy violations, and workplace complaints
• Support disciplinary actions, corrective action documentation, separations, and terminations
• Assist with conflict resolution and promote a respectful, productive work environment

Talent Acquisition & Workforce Planning
• Lead full-cycle recruitment for assigned business functions, including requisition creation, job postings, sourcing, screening, interviews, reference checks, candidate evaluation, and hiring recommendations
• Partner with hiring managers to develop job requirements, maintain job descriptions, coordinate interviews, and manage hiring progress
• Collaborate with business leaders to identify staffing needs, evaluate organizational structures, and develop recruitment strategies aligned with business objectives
• Conduct wage and internal equity assessments in partnership with HR leadership to support competitive and equitable hiring decisions
• Coordinate pre-employment requirements, background checks, and onboarding activities

Employee Lifecycle
• Manage onboarding activities through the HRIS and ensure completion of required employment documentation
• Maintain employee personnel files and electronic records in accordance with company standards
• Coordinate offboarding activities and employment separations
• Manage employment verification requests
• Ensure I-9 compliance and maintenance of required employment records

HR Administration
• Maintain accurate employee data within the HRIS and related systems
• Process employee status changes including promotions, transfers, compensation updates, and organizational changes
• Respond to employee questions regarding policies, benefits, and employment practices
• Partner with Payroll, Benefits, and business leaders to ensure consistent and effective HR service delivery

Performance Management & Learning
• Support performance review processes and performance management initiatives
• Assist managers with employee development planning, coaching, feedback, and follow-up actions
• Coordinate HR and compliance-related training programs
• Support employee engagement, recognition, and retention initiatives

Workers’ Compensation
• Administer workers' compensation claims, including reporting, documentation, and coordination with employees, managers, medical providers, and third-party administrators
• Partner with managers and HR leadership to facilitate return-to-work plans, modified duty assignments, and the interactive process
• Maintain confidentiality of medical information and ensure compliance with applicable laws and company policies regarding workplace injuries and illnesses

Compliance & HR Operations
• Ensure compliance with federal, state, and local employment laws and regulations
• Support the maintenance and implementation of HR policies, procedures, and employment practices
• Conduct audits of employee records and HR data to ensure accuracy and compliance
• Analyze HR metrics and reports to identify trends and recommend corrective actions or process improvements
• Recommend enhancements to HR processes, systems, and administrative efficiencies
• Maintain strict confidentiality of employee and organizational information
• Perform additional duties and special projects as assigned

Qualifications
• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience
• 2-5 years of progressive Human Resources experience, preferably supporting multiple business functions
• Experience supporting employee relations, investigations, performance management, and HR administration.

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