Human Resource Generalist

Job Description

Job Description

Human Resource Generalist

Department: Administration

Reports to: Director of Finance & Administration

Classification: Exempt

FLSA Status / Hours: Full-time, 40 hours per week

Organization Background

The Garfield Park Conservatory Alliance (GPCA, “the Alliance”) was formed in 1995 and incorporated in 1998 as a private, nonprofit organization committed to the restoration and revitalization of the Garfield Park Conservatory. While the Conservatory is owned and operated by the Chicago Park District, the Alliance is responsible for developing and funding quality education programs and events, promoting community engagement, and enhancing visitor services. In its 25+ years, the Alliance has facilitated exponential growth at the Conservatory, offering hundreds of public programs annually and welcoming hundreds of thousands of visitors each year.

Position Summary

The Human Resource Generalist oversees the day-to-day HR functions supporting GPCA staff, including recruitment, onboarding and offboarding, benefits administration, employee relations, performance management, and compliance with employment laws and regulations. The Generalist serves as a trusted point of contact for employees and managers, helps uphold and strengthen GPCA's organizational culture, and partners with the Director of Finance & Administration and senior leadership on HR strategy, policy development, and workforce planning.

Duties & Responsibilities

Talent Acquisition & Lifecycle Management

• Manage the full talent lifecycle, including recruitment, interviewing, selection, onboarding, and offboarding of employees.
• Collaborate with departmental managers to understand the skills and competencies required for open positions.
• Conduct or acquire background checks and employee eligibility verifications.
• Implement new hire orientation and onboarding programs.
• Facilitate exit interviews and the offboarding process, including responses to unemployment claims, participation in unemployment hearings, and termination meetings.

Performance Management & Training

• Implement and manage the annual employee assessment process, including timelines, correspondence with managers, and training new managers on assessment best practices.
• Review, track, and document compliance with mandatory and non-mandatory training and continuing education, including safety training, anti-harassment training, and professional licensure.
• Identify organizational training needs and support the development of employee training and professional development programs.
• Support the design and administration of performance management systems and goal-setting processes.

Employee Relations & Engagement

• Serve as a point of contact for employment-related inquiries from applicants, employees, and supervisors, referring complex or sensitive matters to appropriate staff.
• Participate in employee disciplinary meetings, terminations, and workplace investigations.
• Implement the bi-annual staff survey, analyze findings, and make recommendations to leadership based on results.
• Implement employee recognition programs and social events that uplift a culture of collaboration.
• Plan, budget, and execute staff events such as holiday parties, appreciation days, team-building activities, and milestone celebrations (e.g., work anniversaries, birthdays, retirements).
• Coordinate event logistics, including scheduling, vendor and catering coordination, budgeting, invitations, and on-site setup and support.
• Champion and help shape GPCA's organizational culture, ensuring it reflects the Alliance's mission and values in day-to-day operations.
• Develop and maintain internal communication channels (e.g., newsletters, bulletin boards, all-staff emails) to keep employees informed and engaged.
• Launch and manage culture-building initiatives such as employee resource groups, wellness programs, and volunteer or community-engagement opportunities.
• Solicit ongoing employee feedback outside of formal surveys (e.g., stay interviews, listening sessions) and use insights to strengthen morale and retention.
• Plan, budget, and execute staff events such as holiday parties, appreciation days, team-building activities, and milestone celebrations (e.g., work anniversaries, birthdays, retirements).
• Partner with leadership to celebrate organizational milestones and reinforce a sense of shared purpose across departments.
• Provide guidance and support to managers and employees on HR-related matters.

Compensation, Benefits & HR Operations

• Administer benefit programs by working with carriers, Finance, and the CEO to respond to benefits-related questions, conduct open enrollment, and manage benefits records retention and processing.
• Ensure leaves of absence are processed accurately and timely within the HRIS/payroll system (e.g., ADP).
• Monitor benefits administration within the HRIS system to troubleshoot issues and make updates as needed; assist the Finance Director with required benefits testing.
• Provide administrative support to the payroll team, including entering and maintaining employee data.
• Support co-management of compensation and benefits programs, including salary reviews and benchmarking.
• Maintain accurate employee records and support HR databases and systems.

Compliance & Risk Management

• Maintain compliance with federal, state, and local employment laws and regulations; review policies and practices to maintain compliance and recommend best practices.
• Monitor changes in labor laws and help update policies and procedures accordingly.
• Ensure required labor law posters and notices are updated annually and properly displayed.
• Maintain confidentiality of all personnel and HR matters.
• Coordinate and advise on general human resources policies, processes, and procedures, providing guidance to employees and management.
• Perform other duties as assigned.

Required Skills & Abilities

• Uphold GPCA values and organizational policies and procedures.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict-resolution skills.
• Excellent organizational skills and attention to detail.
• Strong time-management skills with a proven ability to meet deadlines.
• Ability to act with integrity, professionalism, and confidentiality.
• Customer-focused attitude with a high level of professionalism and discretion.
• Sound judgment and problem-solving skills, with the ability to translate data into useful insights.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software; ability to quickly learn organizational systems, including ADP.

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field; or an associate degree combined with equivalent experience.
• Minimum 2–4 years of progressive human resources experience; nonprofit experience preferred.
• PHR and/or SHRM-CP certification preferred (SHRM-SCP/SPHR a plus).

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at times.

Schedule

• General office hours are Monday–Friday, 9:00 a.m. to 5:00 p.m.
• This position is on-site at the Garfield Park Conservatory.
• Working on-site, you may be exposed to live insects or critters due to the abundance of living plants housed throughout the Conservatory.

Compensation & Benefits

This is an exempt, full-time position (40 hours/week). Compensation is commensurate with experience and qualifications. Benefits include medical, dental, and vision insurance, and company-paid short-term and long-term disability. GPCA provides a generous amount of paid time off, including vacation, personal days, and paid holidays.

Equal Opportunity Employer

Garfield Park Conservatory Alliance (GPCA) is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind.

GPCA is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at GPCA are based on organizational needs, job requirements, and individual qualifications, without regard to race, color, religion or belief, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. GPCA will not tolerate discrimination or harassment based on any of these characteristics. GPCA encourages applicants of all ages.