Senior HR Generalist - People, Policy & Engagement (Hybrid)

Description SeniorHR Generalist Department: Human Resources Reports To: Chief People Officer FLSA Status: Exempt Employment Type: FT Location: Hybrid (onsiteand visit centersas directed) Position Summary The Senior HR Generalist partners closely with leaders and employees to support day-to-day people operations across the organization. This role serves as a trusted HR resource in areas including employee relations, performance management, leave administration, policy interpretation, coaching, compliance, and employee engagement initiatives. The Senior HR Generalist helps foster a positive, collaborative, and accountable work environment by supporting leaders in setting clear expectations, addressing employee concerns, navigating performance issues, and promoting consistency in people practices across teams and locations. This role also contributes to the development and implementation of HR policies, training programs, and processes designed to strengthen operational effectiveness, leadership capability, and the employee experience. In addition, the Senior HR Generalist may develop and facilitate training for leaders and team members on HR-related topics and people management practices. The ideal candidate demonstrates strong judgment, initiative, professionalism, organization, confidentiality, and follow-through in a fast-paced, mission-driven environment. Duties/Responsibilities Partner closely with leaders and employees to foster a positive, collaborative, and high-performing work environment across the organization. Serve as a trusted HR advisor and partner to leaders and team members by providing guidance, coaching, and resolution on a wide range of employee and workplace matters. Partner with leaders to strengthen team effectiveness through clear communication, employee development, accountability, coaching, and consistent people practices. Help leaders navigate employee concerns, performance conversations, conflict resolution, and workplace challenges with professionalism, empathy, and sound judgment. Exercise independent judgment in managing complex employee relations matters and balancing organizational consistency with practical business needs. Promote consistency and alignment in people practices across departments and locations while balancing operational and employee needs. Foster strong working relationships across teams and locations by promoting collaboration, respect, responsiveness, professionalism, and a team-oriented approach. Partner with leaders to strengthen employee engagement, retention, onboarding experiences, and overall team effectiveness. Contribute to the development, implementation, and continuous improvement of HR policies, training programs, and people processes that strengthen operational effectiveness, employee experience, and organizational goals. Provide guidance related to leave administration, accommodations, policy interpretation, employee relations concerns, corrective action, and progressive discipline practices. Identify trends related to employee engagement, turnover, attendance, and workplace concerns, and partner with leaders on proactive solutions and continuous improvement efforts. Maintain working knowledge of employment laws and HR best practices to minimize organizational risk and ensure regulatory compliance. Qualifications Bachelor’s degree in Human Resources, Organizational Development, or related field, or equivalent combination of education and experience required. Five or more years of progressive Human Resources experience providing guidance, coaching, and partnership on a broad range of HR-related matters including employee relations, performance management, employee development, onboarding, training, and change management. HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred. Previous nonprofit or healthcare experience preferred.li> Demonstrated interest in contributing to a mission-driven organization. Demonstrated ability to build strong relationships and establish credibility with leaders and employees across all levels of the organization. Experience coaching leaders through employee relations matters, performance concerns, conflict resolution, and workplace challenges using professionalism, sound judgment, and empathy. Ability to exercise independent judgment, manage sensitive situations confidentially, and balance employee and operational needs effectively. Experience contributing to the development and implementation of HR initiatives, policies, programs, or process improvements that support organizational effectiveness and employee experience. Experience developing and facilitating employee and leadership training programs preferred. Strong communication, collaboration, and relationship-building skills with the ability to work effectively across teams, departments, and locations. Excellent planning, organization, and prioritization skills with the ability to manage multiple responsibilities and competing priorities in a fast-paced environment. Demonstrated problem-solving and critical-thinking skills with the ability to make thoughtful, fact-based recommendations. High level of professionalism, discretion, integrity, and ability to handle confidential and sensitive information appropriately. Working knowledge of employment laws, HR best practices, and regulatory compliance requirements. Ability to effectively manage projects from conception to implementation. Proficiency in HRIS systems and Microsoft Office applications; experience learning and adapting to new technologies.

TRAVEL

Ability to travel to all MAC Midwest Centers in MN.

PHYSICAL DEMANDS

Prolonged periods of sitting at a desk Moderate use of computer, keyboard and mouse Bend to file or retrieve documents Occasional light physical effort required Ability to lift and carry up to approximately 15 pounds The above statements are not intended to encompass all functions and qualifications of the position; rather, they are intended to provide a general framework of the requirements of the position. Job incumbents may be required to perform other functions not specifically addressed in this description. Health Insurance: Coverage for medical, dental, and vision care. Paid Time Off (PTO): Includes vacation days and holidays. Retirement Plans: 401(k) or similar retirement savings plans, often with employer matching. Paid Family Leave: Paid leave for maternity, paternity, or adoption-related absences. Disability Insurance: Short-term and long-term disability coverage. Life Insurance: Provides financial support for beneficiaries in case of an employee's death. Employee Assistance Programs (EAP): Support for mental health, counseling, and other personal issues. Tuition Assistance: Financial help for employees pursuing further education in the Mental Health field after 1 year. MAC is an Equal Opportunity Employer and does not discriminate in terms or conditions of employment on the basis of sex (including pregnancy, childbirth, and related medical conditions), race, traits associated with race (including hair texture and style), color, national origin, religion, creed, age once having reached the age of majority, sexual orientation, gender identity, gender expression, military status, veteran status, disability, marital status, familial status, genetic information, status with respect to public assistance, or any other characteristics that are protected by federal, state, or local laws. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr Minnesota Autism Center