HR Generalist

The HR Generalist serves as a key partner to employees and leadership, providing comprehensive human resources support across employee relations, performance management, policy administration, compliance, employee engagement, and workforce planning. This role is responsible for fostering a positive and productive work environment by advising managers and employees on HR-related matters, ensuring consistent application of company policies, and supporting organizational objectives through effective people practices. The HR Generalist acts as a trusted advisor, helping to resolve workplace concerns, conduct investigations, support employee development, promote engagement initiatives, and maintain compliance with applicable employment laws and regulations. This position requires strong communication, problem-solving, organizational, and relationship-building skills, as well as the ability to manage sensitive and confidential information with professionalism and discretion. Essential Duties and Responsibilities Position Summary The HR Generalist serves as a key partner to employees and leadership, providing comprehensive human resources support across employee relations, performance management, policy administration, compliance, employee engagement, and workforce planning. This role is responsible for fostering a positive and productive work environment by advising managers and employees on HR-related matters, ensuring consistent application of company policies, and supporting organizational objectives through effective people practices. The HR Generalist acts as a trusted advisor, helping to resolve workplace concerns, conduct investigations, support employee development, promote engagement initiatives, and maintain compliance with applicable employment laws and regulations. This position requires strong communication, problem-solving, organizational, and relationship-building skills, as well as the ability to manage sensitive and confidential information with professionalism and discretion. Employee Relations Serve as a primary point of contact for employee and manager concerns. Provide guidance regarding workplace issues, performance concerns, attendance matters, and employee conduct. Conduct employee relations investigations involving policy violations, workplace complaints, misconduct allegations, and interpersonal conflicts. Gather and analyze information through interviews, documentation reviews, and fact-finding processes. Recommend appropriate resolutions, corrective actions, and performance improvement strategies. Facilitate coaching discussions, corrective action meetings, and termination processes when necessary. Ensure fair, consistent, and compliant application of company policies and procedures. Escalate complex or high-risk matters to HR leadership when appropriate. Human Resources Compliance and Policy Administration Interpret and communicate company policies, procedures, and employment practices to employees and management. Monitor and support compliance with federal, state, and local employment laws and regulations. Maintain accurate employee records and HR documentation. Assist with policy development, updates, and implementation. Identify areas of compliance risk and recommend solutions to mitigate potential issues. Support audits, reporting requirements, and regulatory compliance initiatives. Performance Management Partner with leaders to address employee performance concerns and development opportunities. Provide guidance on goal setting, performance reviews, coaching strategies, and performance improvement plans. Support managers in handling disciplinary actions and employee accountability processes. Assist in developing and implementing performance management programs and best practices. Promote a culture of continuous feedback and employee development. Employee Engagement and Culture Support programs that strengthen employee engagement, recognition, retention, and workplace culture. Collaborate with leadership to implement action plans based on employee feedback and organizational priorities. Assist with employee surveys, focus groups, and engagement assessments. Analyze employee feedback to identify trends and recommend improvements. Help coordinate employee appreciation events, recognition initiatives, wellness programs, and culture-building activities. Promote a positive employee experience across all levels of the organization. Recruiting and Onboarding Support Assist hiring managers throughout the recruitment process as needed. Support candidate screening, interview coordination, and hiring activities. Participate in onboarding and orientation programs for new employees. Ensure completion and accuracy of new hire documentation. Partner with managers to support successful employee transitions and integration. Workforce Reporting and HR Analytics Maintain HR metrics, reports, dashboards, and workforce data. Analyze trends related to turnover, employee relations, engagement, attendance, and other workforce indicators.Prepare reports and presentations for leadership review. Make recommendations based on data analysis to improve organizational effectiveness and employee experience. Track key performance indicators related to HR initiatives and programs. Unemployment Claims and Employment Administration Prepare and submit unemployment claim responses and supporting documentation. Review employment records and separation information to ensure accuracy and compliance. Coordinate with managers regarding claim-related information. Participate in unemployment hearings as assigned. Monitor claim outcomes and identify opportunities for process improvement. Employee Communication and Training Assist with drafting and distributing internal communications, announcements, and employee-related updates. Support organizational training and development initiatives. Facilitate employee meetings, informational sessions, and workshops as needed. Ensure consistent communication of HR programs, policies, and organizational initiatives. Support change management efforts and employee education initiatives. Records Management and Administrative Support Maintain employee personnel files and HR documentation in accordance with company policies and legal requirements. Process employment-related transactions, forms, and personnel changes. Track investigations, corrective actions, and employee relations cases. Maintain calendars, project trackers, and departmental records. Support special projects and process improvement initiatives. Perform other duties as assigned to meet organizational and departmental needs. Qualifications Education Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field preferred. High School Diploma or GED required. Equivalent combinations of education and relevant professional experience may be considered. Experience Minimum of 3 to 5 years of progressive Human Resources experience. Experience supporting employee relations, performance management, investigations, employee engagement, and HR compliance. Experience working in a fast-paced and dynamic work environment preferred. Experience with HRIS systems and workforce reporting preferred. Certifications One or more of the following certifications is preferred: SHRM Certified Professional (SHRM-CP) Professional in Human Resources (PHR) Other relevant Human Resources certifications Knowledge, Skills, and Abilities Strong knowledge of Human Resources principles, practices, and employment law. Experience conducting workplace investigations and managing employee relations matters. Excellent verbal and written communication skills. Strong interpersonal and relationship-building abilities. Ability to maintain confidentiality and exercise sound judgment. Effective conflict resolution and problem-solving skills. Strong organizational and time-management skills. Ability to manage multiple priorities and meet deadlines. Analytical mindset with the ability to interpret workforce data and identify trends. Proficiency with Microsoft Office Suite, including Word, Excel, PowerPoint, Outlook, and Teams. Experience using Human Resources Information Systems (HRIS). Ability to work independently and collaboratively with cross-functional teams. Commitment to providing exceptional employee and manager support. Physical Requirements and Work Environment Work is primarily performed in an office or hybrid work environment. Prolonged periods of sitting and computer use may be required. Ability to communicate effectively in person, virtually, and by phone. Occasional lifting of up to 20 pounds may be required. Occasional travel may be necessary to support business operations, employee meetings, training programs, or company events. Desired Skills and Experience Serve as a strategic partner to leaders and employees by providing comprehensive human resources support across employee relations, compliance, performance management, workplace investigations, employee engagement, and policy administration. Advise managers on employee concerns, disciplinary actions, conflict resolution, and organizational best practices while ensuring consistent application of employment policies and legal requirements. Analyze workforce data and trends, support employee engagement initiatives, manage unemployment claims, maintain accurate employee records, and contribute to organizational culture and employee experience initiatives. Collaborate with cross-functional teams to drive HR programs, improve operational effectiveness, and support a positive, compliant, and high-performing workplace. All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance, and San Francisco Fair Chance Ordinance. #J-18808-Ljbffr Ultimate Staffing