Senior Human Resources Generalist

The East-West Center isa premier institution in the Indo-Pacific to convene, develop, and equip a network of leaders to solve challenges of common concern. Founded in 1960, the Center has been a leader in promoting understanding and cooperation between the United States and the Indo-Pacific region through its innovative programs and research initiatives. At the East-West Center, we're committed to creating a dynamic, inclusive workplace where every team member can thrive. Our team is searching for a highly skilled and motivated Senior Human Resources Generalist (Sr. HR Generalist) who shares our vision and is ready to take our Human Resources team to the next level. If you're an organized, detailed, and people-focused professional looking to make an impact, then we have the perfect opportunity for you! As the Sr. HR Generalist, you will provide full cycle HR support by managing and executing the successful delivery of day-to-day activities across HR functional areas and initiatives. This position carries out responsibilities in employee relations, talent management, policy implementation, benefits administration, safety, affirmative action, and employment law compliance. The ideal candidate will also be expected to collaborate with leaders, managers, and staff across the organization on HR matters while stewarding the East-West Center’s culture and values. MAJOR DUTIES: Employee Relations, Investigation, and Issue Management Provides thought partnership in the areas of discipline, adverse actions, grievances, performance management and recognition, employee counseling, and related functions. Provides support to or personally leads employee relations investigations by gathering background information and does extensive probing and analysis to identify causes of misconduct and/or poor performance; makes recommendations on appropriate courses of action, matching investigation strategy to the complexity, risk, sensitivity, and confidentiality of the investigation. Provides guidance to managers on grievance, performance management, and other specialized and sensitive issues; gives options for resolution that align with organization culture, policies, and appropriate laws. Ensures that issues are handled fairly, consistently, and judiciously. Talent Management & Recruitment Supports the Human Resources Director with the development of recruiting and retention plans to meet human resources needs; this includes career development, succession planning, retention, training, and leadership development. Advises managers on recruitment strategies, sources and special programs that emphasize affirmative action to attract highly qualified candidates. Assists managers with job analysis, writing and developing vacancy announcements, determining qualification requirements, and screening applications to ensure minimum qualifications are met. Reviews position descriptions for accuracy, recommending proper title, series, and grade in accordance with appropriate classification standards and guidelines. Provides employees advice and assistance with their position descriptions as needed. Advises screening committees and hiring officials to facilitate the hiring process. Advises and assists supervisors in the recruitment of student assistants. Coordinates and/or makes offers of employment. Advises on EEO and Affluent Action matters; responsible for maintaining and training an adequate number of EEO representatives to sit on screening committees. Training & Onboarding Implements and arranges training workshops or seminars for employees as needed. Assist managers/supervisors in developing individual training plans for employees with special training requirements. Conducts new employee orientations. Explains and answers questions about benefit options, center-wide personnel procedures, policies, and practices. Provides assistance to staff in areas related to their employment at the Center. Workers’ Compensation Management Reviews workers’ compensation claims involving occupational injuries to ensure mishaps are properly reported. Investigates employees’ occupational injuries and non-employee accidents for liability purposes. Determines causative factors and takes action to eliminate, control or correct them. Coordinates occupational injury and illness recordkeeping system. Safety & Health Provides safety consultation services, interpretations, and technical direction concerning occupational safety standards. Advice and consultation are based on in-depth, current knowledge of safety standards, and liaison with State or Federal organizations dealing with OSHA functions. Assists with coordinating safety and health inspections of operations, facilities, and areas to facilitate injury and illness prevention measures. Accompanies compliance officers and workers’ compensation insurance representatives during compliance and accident investigation visits. Works in conjunction with the Human Resources Director to develop programs that encourage employee health, safety, and self-care. Benefits Administration Assists in program aspects of benefits administration such as developing policies, preparing reports and studies etc. Administers the travel insurance for staff traveling outside the U.S. Reviews and renews policies. Provides educational information to staff enrolled in the plan. Compliance Keeps abreast of new and amended laws, developments, and innovations in human resources practices. Develops and implements policies and procedures and interprets and applies concepts and standards promulgated under various laws applicable to human resources functions. Supports a variety of HR initiatives and projects across multiple HR disciplines (e.g. – compensation, diversity and inclusion, change management, etc.) Performs other duties as assigned. SUPERVISION: This position receives general supervision from the Human Resources Director. The Sr. HR Generalist should demonstrate considerable independence, judgment, creativity, discretion, and resourcefulness in resolving complex and/or intricate, controversial, or unprecedented issues and problems, and resolves most issues that arise. Regularly informs supervisor of progress and escalates urgent or controversial issues that have far-reaching implications. Completed work is reviewed for soundness, effectiveness, feasibility, and conformance with established policies and procedures. REQUIRED QUALIFICATIONS: Bachelor’s degree in Human Resources, Business Administration, Organizational Development or a related field or equivalent of seven (7) years of professional-level relevant experience. A minimum of four (4) years of progressively responsible human resource management experience in generalist, talent acquisition or recruitment, employee and labor relations, or training and development. Working knowledge of HR compensation, organizational analysis and development, talent management, staffing, employee relations, benefits. Strong knowledge of local and federal employment law (including FMLA, ADA, WC, EEO etc.). Conflict management and de‑escalation skills and experience advising managers through complex employee issues and solving workforce challenges. Experience in the successful management of employee relations activities. Exceptional listening skills ensures mutual understanding of expectations, concepts and practices. Outstanding interpersonal and influencing skills; demonstrated ability to develop relationships and influence at multiple levels within the organization. Project management experience and experience driving programs independently. Analytical and data management experience. Demonstrated proficiency in MS office with the willingness to deepen skills in analytical tools and the ability to learn and adapt to new HRIS technology. KNOWLEDGE, SKILLS, AND ABILITIES: In depth knowledge of HR trends, best practices and regulatory issues. General functional HR skills, both transactional and strategic. Effectively communicate and interact with persons of diverse backgrounds and abilities. Ability to diagnose problems and identify and drive appropriate solutions. Ability to work in a fast‑paced, rapidly changing environment; must be able to effectively manage both ambiguity and aggressive timelines for projects. Ability to adjust to multiple demands and shifting priorities, accepting responsibility for results of actions. Ability to multi-task with limited resources and manage multiple competing priorities. Ability to maintain confidentiality of sensitive information. Knowledge and application of group facilitation techniques. Strong consultative, problem‑solving, critical/analytical thinking abilities. PREFERRED QUALIFICATIONS: SHRM-CP or PHR certification. Experience with ADP Workforce Now® or BambooHR. Basic knowledge and some experience in organizational design principles including diversity, equity, and inclusion, and/or training and development. SALARY AND BENEFITS OF WORKING AT THE EAST-WEST CENTER Competitive Salary and Benefits - The annual salary for this position starts at $84,700.09 per year with an attractive benefits package that includes health insurance, retirement savings with a very generous company match, and paid time off. Career Growth Opportunities - We believe in investing in our employees and providing opportunities for career growth and development. You will have the opportunity to take on additional responsibilities and advance your career within our organization. Supportive Work Environment - We believe in fostering a supportive work environment where our employees feel valued and appreciated. We encourage open communication and collaboration and provide the tools and resources our employees need to succeed. As required under Title IX, the East-West Center does not discriminate on the basis of sex in the educational programs or activities it operates, including admissions and employment. This is a full-time, in‑person role that requires the desired candidate to physically reside in Oahu, Hawaii. #J-18808-Ljbffr Center for Cultural and Technical Interchange Between East and West, Inc