Human Resources Generalist

SUMMARY: The Senior Human Resources Generalist partners with the business to ensure people-related matters are aligned with business goals and objectives while being compliant, effective, and efficient. This role has accountability for policy and compliance, employee and labor relations, compensation, benefits, HRIS, performance management, and learning and development. DUTIES & RESPONSIBILITIES: Responsibilities include, but are not limited to: Advising on human resource policies and programs to ensure alignment with business goals and objectives and prevent or mitigate violations of legal guidelines and internal policies and procedures; developing, updating, and communicating human resources policies to employees; participating in various internal and external audits; identifying and implementing of human resources best practices suitable for the business group; maintaining compliance records, conducting research, and preparing reports. Implementing and coordinating employee and labor relations policies, procedures, and programs related to new hire onboarding, equal employment opportunity, employee counseling and performance improvement plans, separations, as well as investigations of discrimination, harassment, and other employment violations. Performing sourcing and coordination of open job roles, including acquiring appropriate approvals, opening and posting requisitions, sourcing for talent, assisting in selection of talent, offers, background checks and onboarding activities. This role is responsible for the applicable outreach of veterans, disabled and taking actions applicable to Affirmative Action planning. Ensure all E-Verify and I-9 requirements are met. Advising employees on human resources policies as well as conflict resolution, disciplinary actions, and grievances; investigating and resolving discrimination complaints and problems; auditing internal employee and labor practices to identify corrective action; identifying major trends and underlying employee and labor relations issues. Supporting ongoing efforts to improve the performance and satisfaction of employees through a variety of educational methods and programs; conducting skills inventory and recommending solutions for addressing gaps; developing, coordinating, and delivering various training programs to include onboarding, performance management, management skills, and annual compliance training; supporting change management initiatives. Participating in annual goal setting and performance review activities; assisting managers with interpreting wage and salary policies and procedures; developing and updating job descriptions; ensuring proper FLSA designations; preparing wage and salary plans and reports as requested. Advising employees on eligibility for benefit programs, including union and SCA specific plans; in collaboration with the benefits and payroll staff, investigating, analyzing, and resolving issues or problems related to benefit plan enrollment, payroll contributions, etc.; facilitating benefits overview discussions for new hires and annual open enrollment meetings as needed. Creating and maintaining employee documentation, correspondence, and records; establishing and communicating procedures required to standardize and record employment actions, mass events, etc. in an accurate, efficient, and timely manner; running routine and ad hoc queries and reports; developing various metrics and analytics. Manages a full requisition load while balancing broad HR generalist responsibilities, serving as a true dual-function resource for both talent acquisition and day-to-day HR support. Leads end-to-end recruitment from job posting through job offer, ensuring a seamless candidate experience without sacrificing responsiveness to employee relations, compliance, and HR operations. Drives community outreach and talent pipeline development through university partnerships, local schools, and state agencies, while remaining a consistent HR presence for the business. Partners with hiring managers on TA strategy and workforce planning while supporting core generalist functions including performance management, policy administration, and HRIS management. Other duties as assigned. Qualifications MINIMUM QUALIFICATIONS: Bachelor’s degree in human resources, business, or a related discipline. OR an additional 3 years of relevant work experience in lieu of degree. Five (5) years’ human resources experience supporting over 150 employees and multiple functional areas. Proficiency using various software, applications, and programs including Microsoft Office Suite, HRIS, benefit enrollment systems, and timekeeping/payroll platforms. Knowledge of federal, state, local and federal contractor employment laws and compliance programs; experience researching and implementing human resources best practices. Superb attention-to-detail as well as organizational and time management skills. Adept at conducting research and problem-solving; ability to analyze and evaluate problems and apply human resources best practices. Demonstrated communication and customer service skills with the ability to build effective working relationships with employees at various levels within the organization. Ability to manage a high volume of assignments with varying complexity and competing priorities in a fast-paced environment with integrity and professionalism. Ability quickly and easily adapts to changing organizational and departmental needs. Must be resourceful, use sound judgement, and understand when to elevate issues due to risk or complexity. High sensitivity for protocol and confidentiality. Requires up to 5% travel. PREFERRED QUALIFICATIONS: Master’s degree in human resources, business or related discipline. 8-10 years of Human Resources experience supporting over 300 employees. Experience supporting human resources in multiple states. Experience with Ceridian Dayforce. HRCI or SHRM certification. OTHER: The selected applicant will be subject to a background check and drug testing. #J-18808-Ljbffr