HR Generalist

About Us

QISG leverages Quanta’s comprehensive resources to deliver collaborative solutions for our partners' energy infrastructure needs. We use in-house talent, expertise and resources to plan, design, engineer, manage, conduct maintenance on and construct projects.

Our turnkey service capabilities provide our customers with efficiency, consistency, attention to detail and safe execution. The QISG team brings together Engineering, Safety, Quality, Material Procurement, QA/QC, Right-of-Way Acquisition, Scheduling, Environmental Planning, Permitting, Title and Land Management expertise that ensure outstanding results for our clients.

About this Role

At QISG, The HR Generalist provides day-to-day human resources support and guidance to employees, supervisors, and project leadership across the organization. The HR Generalist partners with business leaders to administer performance management, learning and development, succession planning, leave administration, work authorization verification, and general HR compliance, ensuring consistent, compliant, and employee-centered HR practices across the organization.

What You'll Do

• Serves as the first point of contact for employees and managers on HR policies, procedures, and employee relations matters, providing practical, timely guidance
• Supports onboarding (specifically first day logistics and new hire orientation) and offboarding, exit interviews, and coordination with payroll, benefits, and IT
• Maintains accurate and compliant employee records, including personnel files, status changes, and organizational data
• Creates Personnel Action Notices (PANs) for all employee changes (ex: address, wf, direct deposit, supervisor, department changes) and ensures the data entry team is given the appropriate information
• Advises supervisors on performance concerns, disciplinary actions, and terminations in partnership with legal counsel as needed
• Leads investigations for the organization and advises leadership on appropriate actions to take
• Responds to employee inquiries regarding pay, benefits, policies, and company programs, escalating complex issues appropriately
• Supports staffing needs, coordinating with Talent Acquisition and leadership on workforce planning
• Administers the performance review cycle, including timeline communication, system administration, and completion tracking
• Coaches managers on setting clear goals, delivering effective feedback, and documenting performance conversations
• Supports calibration discussions to promote consistency and fairness in ratings across departments
• Partners with leadership to develop and manage Performance Improvement Plans (PIPs), tracking progress and outcomes
• Analyzes performance data to identify trends, skill gaps, and development opportunities across the workforce
• Conducts training needs assessments in partnership with department leaders
• Designs, sources, and delivers HR-related training programs (e.g., new supervisor training, harassment prevention, performance management, leadership development)
• Supports career development conversations and identifies internal mobility opportunities for employees
• Facilitates talent review and succession planning discussions with department leadership
• Assists in identifying high-potential employees and critical roles requiring succession coverage
• Maintains succession planning documentation and talent pipelines; tracks readiness and development plans for identified successors
• Administers all leave programs, including FMLA, ADA accommodation requests, state and local leave laws, military leave, and company-provided leave (PTO, bereavement, jury duty)
• Maintains accurate leave records and reporting; monitors compliance with federal, state, and local leave regulations across multi-state operations
• Partners with managers on interactive-process discussions and reasonable accommodations
• Administers Form I-9 completion for all new hires, ensuring timely and accurate compliance
• Monitors and tracks work authorization expirations, visa statuses, and re-verification requirements for sponsored employees
• Partners with immigration counsel on visa sponsorship petitions (e.g., H-1B, TN, L-1) and status changes as needed
• Maintains audit-ready I-9 and work authorization documentation; supports internal and external compliance audits
• Supports EEO/Affirmative Action Plan (AAP) reporting and OFCCP compliance requirements, as needed
• Maintains compliant personnel recordkeeping in accordance with federal, state, and local employment laws (FLSA, ADA, Title VII, state wage-and-hour laws)
• Monitors and updates HR policies and the employee handbook to reflect evolving employment law across the states and jurisdictions where the company operates
• Supports internal and external audits, government reporting (EEO-1, VETS-4212), and unemployment claims administration
• Stays current on employment law developments affecting a multi-state workforce and recommends policy updates accordingly
• Adheres to and champions internal standards, policies, safety protocols, and quality procedures
• Performs special projects and completes additional responsibilities as assigned

What You'll Bring

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; equivalent combination of education and progressive HR experience may be considered in lieu of a degree
• 3+ years of progressive HR experience required
• Prior experience in an EPC, construction, energy, or utilities environment strongly preferred
• Experience supporting geographically dispersed, multi-site, or project-mobilized workforces
• Working knowledge of employment law, including FMLA, ADA, Title VII, FLSA, and multi-state leave requirements
• Proven ability to build credibility and influence with senior leaders and operations managers in a fast-paced environment
• Exceptional judgment, discretion, and ability to navigate sensitive and confidential matters with professionalism
• Strong analytical skills with the ability to interpret HR data and metrics to drive decisions and communicate insights to business leaders
• Effective communicator (written and verbal) with the ability to tailor messaging for diverse audiences
• Proficiency with Microsoft Office Suite; experience working within HRIS platforms (Workday, SAP SuccessFactors, or similar)
• Ability to manage competing priorities, meet deadlines, and operate with agility in a dynamic, high-growth environment

Travel Requirements

• Travel of up to 10% may be required to support operations

What You'll Get

• Competitive Compensation
• 401(k) Retirement Plan
• Holiday Pay
• Paid Time Off (PTO)
• Comprehensive Health Coverage
• Pet Insurance
• Employee Assistance Program (EAP)
• Professional Development
• Tuition Assistance
• Employee Discount Program

Compensation Range

Equal Opportunity Employer

All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, national origin or ancestry, sex (including gender, pregnancy, sexual orientation, and/or gender identity), age, disability, genetic information, veteran status, and/or any other basis protected by applicable federal, state or local law.We are an Equal Opportunity Employer, including disability and protected veteran status. We prohibit all types of discrimination and are committed to providing access and equal opportunity for individuals with disabilities. For additional information or if reasonable accommodation is needed to participate in the job application, interview, or hiring processes or to perform the essential functions of a position, please contact us the Company’s Human Resources department.