Senior Human Resources Generalist (4852)

PURPOSE AND SCOPE

The Senior Human Resources Generalist is a highly experienced HR professional responsible for leading advanced employee relations work, administering workplace accommodations and ergonomics, supporting performance management and training initiatives, and executing critical HR programs across the organization.

This role operates in a unionized environment and requires strong working knowledge of collective bargaining agreements, labor-management practices, and compliant employee relations processes. The Senior HR Generalist partners directly with supervisors and employees, represents the voice of the workforce in HR initiatives, and serves as a key contributor to organizational change efforts. This role exercises a high level of judgment, discretion, and influence and functions as a trusted advisor to leadership.
PRINCIPAL DUTIES AND RESPONSIBILITIES
Employee Relations, Performance, and Labor Support

• Lead and support complex employee relations matters, including performance concerns, conduct issues, investigations, corrective action, and terminations for both represented and non-represented employees.
• Apply, interpret, and administer collective bargaining agreement provisions related to discipline, performance management, attendance, leaves, and working conditions.
• Support labor-management processes, including grievance fact finding, documentation, timeline tracking, and response preparation.
• Partner directly with supervisors and employees to improve work relationships, strengthen morale, and increase effectiveness and retention.
• Provide expert guidance on performance management practices, including goal setting, documentation standards, performance improvement planning, and outcomes.
• Lead offboarding processes and conduct exit interviews , analyzing trends and providing actionable insights to leadership to inform retention strategies.

Accommodations, Ergonomics, and Accessibility

• Manage workplace accommodations, including the interactive process, documentation, and coordination of reasonable accommodations in compliance with employment law and collective bargaining agreements.
• Provide guidance on ergonomics assessments and workplace modifications to support employee safety, productivity, and compliance.
• Ensure accommodations are implemented consistently, equitably, and with a strong employee experience focus.

Training, Development, and Engagement

• Support the design and delivery of training programs related to employee relations, performance management, workplace conduct, labor compliance, and leadership effectiveness.
• Coach supervisors on effective feedback, documentation, and employee engagement practices in a unionized environment.
• Analyze employee engagement survey results and support the development and execution of action plans to address findings and improve engagement and retention.

HR Programs, Projects, and Analytics

• Support a variety of HR programs and initiatives, including the review, development, and refinement of performance management processes.
• Assist with the analysis and design of compensation plans, including review of contractual wage provisions, differentials, and equity considerations.
• Support ad hoc HR initiatives and special projects requiring senior-level HR judgment and execution.
• Assist with KPI reporting, workforce metrics, and project tracking to support organizational planning, prioritization, and decision making.

HR Governance, File Audits, and Documentation

• Conduct regular employee file audits to ensure accuracy, completeness, and compliance with legal requirements and collective bargaining agreements.
• Maintain high standards for documentation related to employee relations, grievances, investigations, accommodations, and performance management.
• Identify compliance risks, documentation gaps, or process inconsistencies and recommend corrective actions.

Change Management and Stakeholder Partnership

• Represent the voice of employees and supervisors as a key stakeholder in HR programs, initiatives, and organizational changes.
• Act as a critical member of change efforts, supporting communication, adoption, and sustainability of new HR programs and processes.
• Partner directly with leadership and cross-functional teams to ensure HR initiatives are practical, compliant, and effectively implemented across represented and non-represented populations.

PHYSICAL DEMANDS AND WORKING CONDITIONS

• The physical demands described here are representative of those required to perform the essential functions of this role, with or without reasonable accommodation.
• Work is primarily office or remote based and requires extended periods of computer use, analysis, documentation, and collaboration.
• Occasional work outside of standard business hours may be required, including participation in labor-related meetings or training sessions.

SUPERVISION

• This position does not have direct supervisory responsibility but exercises significant autonomy, influence, and leadership.

EDUCATION AND REQUIRED CREDENTIALS

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field, or equivalent professional experience.

EXPERIENCE AND SKILLS

• Extensive experience as a Senior HR Generalist or equivalent role with a strong focus on employee relations.
• Demonstrated experience working in a unionized environment , including interpretation and administration of collective bargaining agreements.
• Hands-on experience supporting grievances, investigations, discipline, and labor-management processes.
• Strong background in performance management, accommodations, ergonomics, and manager coaching.
• Proven experience conducting exit interviews and translating insights into retention and engagement strategies.
• Experience supporting HR programs, projects, and organizational change initiatives.
• Ability to analyze workforce data, KPIs, and engagement results to drive informed action.
• Exceptional judgment, discretion, and professional maturity.
• Strong written and verbal communication skills with the ability to produce clear, defensible documentation.
• Ability to operate independently while collaborating effectively across the organization.