Senior Human Resource Generalist

Job Description

Job Description

The Massachusetts League of Community Health Centers (League) was founded in 1972 as one of the country's first state Primary Care Associations (PCAs). Established under the same federal authorizing legislation as the health center program (Section 330 of the Public Health Service Act), PCAs are organized around a set of core functions and competencies that provide a framework for support and assistance to health centers and the communities they serve.The League is a non-profit 501(c)(3) organization registered as a public charity with the Commonwealth's Secretary of State. It maintains a professional staff at its headquarters in Boston and its training center in Worcester.Position SummaryThe Senior Human Resources Generalist supports the day-to-day human resources operations of a mission-driven nonprofit organization of approximately 100 employees. Reporting to the Chief Operating Officer (COO), the Senior HR Generalist serves as a key partner in supporting staff throughout the employee life cycle while helping to ensure compliance with organizational policies and employment regulations.This role works collaboratively with an external human resources consulting agency that provides strategic HR guidance, employee relations consultation, and staff support services. The Senior HR Generalist is responsible for coordinating and implementing internal HR processes and maintaining a high standard of employee service, responsiveness, confidentiality, and professionalism. The Senior HR Generalist is expected to exercise greater independent judgment and help bridge day-to-day HR execution with the organization's broader strategic priorities. The ideal candidate is highly organized, detail-oriented, technologically proficient, and comfortable managing multiple priorities in a collaborative nonprofit environment.Essential Functions:Recruitment and HiringCoordinate and support recruitment activities including job postings, applicant tracking, interview scheduling, and candidate communications.Partner with hiring managers and the COO to support efficient and equitable hiring processes.Facilitate pre-employment processes including reference checks, background checks, and offer documentation.Maintain recruitment records and onboarding documentation within the HRIS system.Onboarding and Employee ExperienceCoordinate and facilitate employee onboarding and orientation processes.Ensure completion of required employment documentation and compliance-related trainings.Support employee engagement initiatives and contribute to a positive workplace culture.Serve as a point of contact for employee questions regarding HR policies, procedures, and employment practices.Employee Relations and HR AdministrationSupport day-to-day employee relations matters in coordination with the COO and external HR consultants.Assist with documentation related to employee performance, corrective action, accommodations, and workplace concerns.Facilitate employee separations including exit procedures, documentation, and offboarding coordination.Maintain accurate and confidential personnel records in accordance with organizational policy and legal requirements.Leave and Benefits Administration SupportAdminister employee leave processes including tracking and documentation related to FMLA, state leave programs, ADA accommodations, and other organizational leave policies.Communicate with employees regarding leave procedures and required documentation.Coordinate with managers and external HR consultants to support compliance and consistency in leave administration.Provide administrative support related to employee benefits enrollment and changes, as applicable.Compliance and Training MonitoringMonitor completion of mandatory employee trainings and compliance requirements.Maintain awareness of applicable federal and state employment laws and organizational policies.Assist with audits, reporting requirements, and compliance-related recordkeeping.Support implementation and communication of HR policies and procedures.HRIS and ReportingServe as a primary "super user" for the organization's Human Resources Information System (HRIS) and workforce management platform.Maintain accurate employee data and ensure integrity of HR records and reporting.Generate and analyze HR-related reports for management on topics including staffing, turnover, training compliance, leave usage, and other workforce metrics.Assist in identifying opportunities to improve HR systems, workflows, and reporting capabilities.Process Improvement ProjectsLead and facilitate various process improvement projects aimed at streamlining and automating certain HR functions.Lean on experience and an understanding of leading and best practices in HR management to inform projects and advise leadership on potential enhancements to the overall functioning of the HR department.Competencies/SkillsCommitted to the League mission of promoting population health, social justice and diversity, equity, inclusion and belonging (DEIB)Ability to communicate professionally, concisely and effectively (English written and verbal)Organized and detail oriented; ability to multi-task and reprioritize as necessaryAbility to problem-solve effectively and efficientlyAbility to assess, evaluate and advise on potential riskAbility to work independently while maintaining strong communication with organizational leadership and external partners.Ability to conduct critical thinking and perform technical data analysis to develop effective solutionsBuilding and strengthening relationships with people from diverse backgroundActive listening using verbal and non-verbal techniquesDemonstrated proficiency with MS Office applications especially Word, Excel, and PowerPointUp-to-date knowledge of business and information technologyEducation/ExperienceRequired qualificationsBachelor 's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent combination of education and experience.Minimum of 5 to 7 years of progressively responsible human resources experience.Experience supporting multiple aspects of the employee life cycle.Experience working within an HRIS or workforce management system, including reporting and data management.Knowledge of employment laws and HR best practices.Strong organizational, interpersonal, and communication skills.Ability to manage sensitive and confidential information with discretion.Proficiency in Microsoft Office Suite and HR technology platforms.Preferred qualificationsHuman resources experience within a nonprofit or mission-driven organization.Experience coordinating leave administration and compliance tracking.HR certification such as SHRM-CP, SHRM-SCP, PHR, or equivalent.Experience collaborating with external HR consultants or professional employer organizations.What We OfferThe Massachusetts League of Community Health Centers offers a comprehensive and competitive benefits package, including:Hybrid work schedule: 2 days in-office and 3 days remoteMedical, dental, and employer-funded HRA coverageEmployer-paid life, short-term, and long-term disability insuranceOptional supplemental life insuranceFlexible Spending Accounts (FSA)403(b) retirement savings plan with potential employer contributionTransit reimbursement programGenerous paid time off, paid holidays, sick leave, and additional leave benefitsBenefits eligibility and coverage may vary based on employment status and plan provisions. The Massachusetts League of Community Health Centers is an equal opportunity employer committed to a workplace that reflects the diversity of the people of Massachusetts, including populations most impacted by health inequities. It is the policy of the Massachusetts League of Community Health Centers to provide equal employment opportunity to all employees and applicants for employment without regard to race, sex, sexual orientation, gender identity or expression, color, creed, religion, national origin, age, disability, marital status, parental status, family medical history or genetic information, political affiliation, military service or any other non-merit based factor in accordance with all applicable laws, directives and regulations of federal, state and city entities