Human Resources Generalist

We are seeking a highly skilled and experienced Human Resources Generalist to join our team. This role will play an integral part in supporting the HR team, collaborating with the HR Manager, and working closely with site leadership to create and execute business-driven HR strategies. As an HR Generalist, you will help drive the strategic direction of the HR department, lead HR programs and initiatives, and contribute to fostering a high-performance, sustainable organization capable of achieving business objectives and action plans.

This role will involve assisting with all aspects of the HR department onsite, ensuring compliance with labor laws and regulations, and driving HR projects with a focus on data analysis and reporting. You will utilize your analytical expertise in Excel and Power BI to track, report, and analyze key HR metrics. Additionally, you will contribute to training, presentations, and strategic HR initiatives in collaboration with the HR Manager and HR team.

Primary Responsibilities

• Assisting Compensation: Assessing and classifying jobs into appropriate bands based on responsibilities, skills, and market benchmarking.

• Maintain and update salary bands to ensure internal equity/market competitiveness.

• Develop, organize and maintain job titles and descriptions in HRIS.

• Support the internal onboarding process through coordinating and administering pre-boarding activities (background check/drug screen in partnership with TA, new hire documents, provisioning communication, equipment/software procurement, workspace preparation. Assist HR site leaders as needed with onboarding processes.

• Participate in the onboarding process by conducting regular touch-base meetings with new employees as part of an employee’s initial employment period.

• Strengthen employee retention and engagement through establishing and coordinating the standard onboarding and orientation processes with integrated efforts from various functions.

• Conduct and aggregate date from off-boarding/exit interview. Report findings and trends regularly to stakeholders.

• Support efforts to establish and maintain a positive and productive work environment through: Conflict resolution and mediation: Address workplace interpersonal disputes and employee complaints and grievances in a timely and decisive fashion.

• Provide guidance to team and department leaders around appropriate measures of performance management including intervention, escalation, documentation, and formal and informal feedback.

• Workplace investigations. Assist leadership in conducting workplace investigations including but not limited to coordinating interviews, documenting dialogue and evidence, and preparing reports/documentation paperwork as needed.

• Support workplace DEI Initiatives in tandem with HR leadership including but not limited to development and educational opportunities, service/volunteer coordination, policy creation and collection, etc.

• Supports the talent acquisition process – conduct interviews and facilitates the hiring of qualified job applicants for open positions; Collaborates with the staffing team and department managers to understand skills and competencies required for open positions and ensure that staffing processes are followed.

• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

Professional Qualifications

• Minimum of 3-5 years of experience.

• Bachelor’s degree in Human Resources or related field.

• SHRM or SPHR (preferred)

• Proficiency in analyzing data and generating reports to support decision-making in compensation matters.

• Experience using Excel or other analytical tools to track and analyze compensation metrics.

• Experience in conducting job analysis to evaluate roles and responsibilities.

• Familiarity with classification systems and methodologies for categorizing jobs into bands.

• Knowledge of compensation benchmarking practices, including the ability to research and analyze market salary data.

• Experience in utilizing salary surveys and compensation reports to assess competitive.

• Experience in managing the onboarding process, including scheduling orientations, preparing welcome materials, and ensuring new hires have the necessary tools and resources.

• Familiarity with pre-boarding activities, such as background checks, drug screenings, and document management.

• Experience with Proficiency in gathering and analyzing data from exit interviews and off-boarding processes, as well as reporting findings and trends to stakeholders.

• Experience with UKG is preferred.

• Familiarity with HRIS or other data management tools to track onboarding and off-boarding metrics.

• Must have at least 3 years of experience with supporting the talent acquisition and recruitment process.

• Minimum of 3 years of experience in managing and resolving workplace conflicts, including facilitating conversations between involved parties and finding mutually agreeable solutions.

• Minimum of 2 years of Strong interpersonal skills to build relationships with new employees and support them during their initial employment period.

• Experience Understanding of employment laws and regulations related to employee relations, conflict resolution, and workplace investigations.

• Experience in Policy Development, Involvement in creating or updating HR policies related to conflict resolution, performance management, and employee relations.

This is a full-time position with hours dictated by business needs. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.