Human Resources Generalist

Job Description

Job Description

Jewish Family and Children's Service of Minnesota 
Human Resources Generalist
Saint Paul, MN

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Summary

The Human Resources Generalist plays a key role in supporting staff and supervisors by focusing on compliance, reporting, HR operations, training and professional development, performance management, and employee relations. This role partners closely with the Human Resources Manager to support HR initiatives that strengthen organizational effectiveness, employee development, and workplace practices across the agency. The HR Generalist coordinates, develops, facilitates, and maintains staff learning and development initiatives, including onboarding, supervisor training, compliance training, and professional development opportunities through the agency’s learning management system. The HR Generalist also supports performance management processes, assists with employee relations matters, and helps ensure policies and practices are applied consistently and equitably. This role serves as a backup to the HR Coordinator on recruiting activities as needed. By supporting employees, supervisors, and HR operations, the HR Generalist helps foster a workplace culture that reflects the agency’s values of compassion, inclusion, innovation, integrity, and collaboration.

Agency Information

JFCS is a multi-faceted human services agency with the mission to provide essential services to people of all ages and backgrounds to sustain healthy relationships, ease suffering and offer support in times of need. JFCS is a place where you can put your values to work every day. You will be able to:

• Make a positive difference in the lives of others
• Feel energized to give your best effort and enjoy a healthy work/life balance
• Learn, grow and accomplish new things

JFCS serves and employs people of all cultures and faith traditions and highly values inclusion and diversity. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. AA/EEO

Salary and Benefits

• The salary range for this position is $70,000 - $75,000
• Work-life balance including vacation, wellness leave (sick time), paid Minnesota family and medical leave, holidays, flexible schedule, and a hybrid working schedule with the ability to work some hours from home.
• Competitive benefits package including medical insurance, 401(k) with match, life and long-term disability insurance, and access to other benefits including vision, dental, and pet insurance.

Experience

• At least 3–5 years of progressive HR experience, including responsibilities in performance management, employee relations, and training and development.
• Experience supporting supervisors and staff in a professional setting; nonprofit sector experience preferred.
• Knowledge of employment law, HR best practices, and compliance requirements.
• Experience with HRIS systems (Paylocity preferred).
• SHRM-CP or equivalent certification preferred but not required.

Skills and Qualities

• Strong interpersonal skills with the ability to build supportive, professional relationships with staff and supervisors.
• Excellent oral and written communication skills, including the ability to explain policies and provide guidance in a clear and respectful way.
• Ability to support employee relations matters by providing guidance and coaching to supervisors and recognizing when to involve HR leadership for more complex situations.
• Skilled in coordinating, facilitating, and supporting training and professional development programs.
• Exceptional attention to detail and accuracy, with strong organizational skills and the ability to manage multiple projects, communications, and deadlines effectively.
• Sound judgment, discretion, and the ability to handle confidential information professionally.
• Adaptable and collaborative, with a problem-solving mindset.
• Proficiency with Microsoft Office Suite (Outlook, Word, Excel) and HRIS systems, including the ability to manage data, reporting, and learning management functions.
• Respects and reflects the agency’s values: compassion, inclusion, innovation, integrity, and collaboration.
• Ability to work regularly from both the St. Paul and Golden Valley office locations.
• Punctual and reliable attendance.

Essential Functions/Approximate Time

Compliance, Reporting & HR Operations (30%):

• Play a lead role in updating and maintaining the Staff Handbook and HR policies. 
• Support the HR Manager with compliance initiatives, audits, reporting, and HR-related projects.
• Assist in maintaining HR documentation and ensuring consistent communication of policy updates. 
• Coordinate aspects of the agency’s ADA accommodation process, including documentation and communication with employees and supervisors. 
• Support compensation-related initiatives, including market pricing, job evaluations, and compensation projects. 
• Assist with HR reporting, data tracking, and maintaining accurate HR records and documentation. 
• Provide general HR operational support as needed to ensure smooth departmental operations.

Training & Professional Development (25%):

• Coordinate staff learning and development programs, including scheduling, communication, and tracking participation. 
• Collaborate with supervisors and leadership to identify training and professional development needs. 
• Develop, maintain, and administer training content within the agency’s learning management system. 
• Coordinate onboarding, annual, compliance, and supervisor training initiatives. 
• Facilitate or deliver training sessions as appropriate and maintain related training records. 
• Actively contributes to the agency community by participating in committees, workgroups, or other collaborative efforts that support agency goals and foster a positive work environment.

Performance Management & Development (20%):

• Coordinate the agency’s performance development processes, including check-ins and reviews.
• Provide tools, training, and support to supervisors and staff to ensure performance management practices are applied consistently.
• Track and maintain performance-related data in the HRIS system.

Employee Relations (15%):

• Serve as the primary point of contact for most employee relations issues, providing guidance and coaching to supervisors and staff.
• Conduct and document conversations and investigations related to workplace concerns.
• Ensure policies are applied equitably and consistently.
• Recognize when to involve the HR Manager on complex or escalated matters.

Recruiting Support (10%):

• Serve as a backup to the HR Coordinator on recruiting activities, including applicant screening, interview scheduling, onboarding support, and other recruitment-related processes as needed. 
• Collaborate with the HR Coordinator and hiring managers to support a positive and seamless candidate experience.

Other projects and duties as assigned.

Work Environment/Physical Demands

Indoor office environment for most work. Combination of walking, sitting, and standing in an office setting. Frequent written and oral communication. Occasional lifting, stooping, kneeling, or bending. Works with and around others. Daily use of computer, telephone, and other office equipment. 

Additional Information

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.

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