Human Resources Generalist

Responsibilities

• Translate business objectives into people plans covering organization design, capability development, succession, and headcount planning.
• Leverage talent analytics and labor market insights to guide hiring, retention, and mobility decisions.
• Lead and resolve complex employee relations issues (performance, conduct, accommodations, complaints) with fair, consistent, and timely outcomes.
• Conduct impartial investigations (intake, planning, interviews, documentation, findings, recommendations) while maintaining confidentiality and proper documentation custody.
• Ensure compliance with federal, state, and local laws and company policy (EEO, FMLA/CFRA, ADA/ADAAA, wage/hour, anti-harassment/retaliation, pay transparency).
• Collaborate with Legal and Compliance to manage risk, corrective actions, and documentation standards.
• Coach leaders on managerial effectiveness, feedback, accountability, and performance improvement plans.
• Advise employees on conflict resolution, career development, and policy interpretation with a focus on early resolution.
• Drive talent reviews, succession planning, and development of high potential employees; identify skill gaps and create action plans.
• Partner with Learning and Development to design and implement targeted training that strengthens leadership, employee relations, and workplace culture.
• Lead change management activities for organizational restructures, integrations, and process changes (stakeholder analysis, communications, training, adoption).
• Facilitate team health assessments and action planning to improve engagement, trust, and inclusion.
• Advise on compensation, job architecture, and pay equity; support annual merit and bonus cycles as well as promotion governance.
• Coordinate with HR Operations to maintain HRIS data integrity, conduct audits, and streamline processes; ensure accurate documentation (job descriptions, status changes).
• Champion inclusive hiring, development, and performance practices; collaborate with DEI partners and ERGs on measurable outcomes.
• Promote ethical practice, psychological safety, and access to well-being resources.
• Track and analyze people metrics (turnover, retention, ER caseloads, time to resolution, absenteeism, engagement, DEI indicators) to spot trends and drive interventions.
• Present insights and recommendations to leaders and measure the impact of HR initiatives.

Requirements

• Bachelor's degree in HR, Business, Psychology, or a related field or equivalent experience.
• Minimum of 5 years of progressive HR experience with significant hands-on employee relations, training, and workplace investigations or mediations.
• Solid knowledge of employment law and compliance areas including EEO, ADA/ADAAA, FMLA/CFRA, FLSA, anti-harassment/retaliation, and wage and hour rules.
• Proven track record coaching managers, leading performance processes, and driving organizational change initiatives.
• Strong ability to apply insights, maintain thorough documentation, and manage case workflows to resolve complex employee matters and support HR decisions.
• Excellent communication, facilitation, and influencing skills; comfortable navigating ambiguity and maintaining confidentiality.
• Experience delivering HR support across multi-state operations and working in both unionized and non-union environments.
• Experience with ADP HRIS and Greenhouse ATS is highly desired.

Technologies

• ADP (HRIS)
• Greenhouse (ATS)

Benefits

• Culture built on purpose and core values, emphasizing integrity, caring, and continuous improvement.
• Comprehensive benefits package including health, dental and vision, 401(k), PTO, paid holidays, and more.
• Growth opportunities focused on internal advancement rather than exclusively external hires.
• Development programs offering online training, in-person classes, and one-on-one coaching to expand knowledge in the HR field.

Physical Demands & Working Conditions

• Essential staff member expected to report to work and follow safety and business protocols.
• Frequent sitting and walking, with regular travel to other offices, communities, and events via air, rail, or car.
• Prolonged use of computer, keyboard, mouse, and phone.
• Reading, comprehension, writing, calculations, and verbal communication.
• Potential to work at elevated sites and on uneven ground.
• Occasional squatting, bending, neck/waist twisting, pushing, and pulling.