Senior HR Generalist

Role Purpose: To be a trusted advisor to senior leadership, providing expert HR support to drive business performance and foster a high-performing culture in multi-state operations. This role requires a blend of strategic thinking and hands-on HR expertise to manage talent management, organizational development, employee relations, performance management, and change initiatives that support the organization’s goals and objectives.

Strategic HR Support: Partner with business leaders to develop and execute HR strategies aligned with organizational goals, including workforce planning, talent management, and organizational development.

Employee Relations: Act as the first point of contact for employees and managers on HR-related matters, including handling complex employee relations issues, resolving conflicts, and managing disciplinary processes.

Talent Management & Development: Collaborate with management to identify key talent needs, implement talent development programs, and drive succession planning to ensure the organization has the leadership pipeline necessary for growth.

Performance Management: Lead the performance management process, working closely with managers to set clear objectives, providing feedback, and assessing performance. Develop and implement strategies to improve employee engagement and retention.

Change Management: Support the business through change initiatives, ensuring effective communication, transition plans, and the integration of new processes or systems within the organization.

Compensation and Benefits: Provide advice and guidance to management regarding compensation strategies, salary structures, and benefit offerings to maintain a competitive position in the marketplace. Lead the annual benefits open enrolment process, including HRIS setup and configuration, employee communications, vendor coordination, testing, and issue resolution to ensure a seamless enrolment experience.

Organizational Development: Work with business leaders to implement effective organizational structures, enhance employee engagement, and drive company culture initiatives. Provide leadership and mentorship to HR staff, fostering a positive and productive work environment.

Data Analysis and Reporting: Utilize HR metrics to assess business trends and advise leadership on areas for improvement, including turnover, employee satisfaction, and engagement scores.

Compliance and Policies: Ensure compliance with local, state, and federal labor laws, and assist with the development and enforcement of HR policies and procedures.

Talent Acquisition: Support the recruitment process by advising staffing needs, developing job descriptions, and assisting with candidate selection to ensure alignment with the company's talent strategy.

Support employment-based immigration and work authorization processes, including visa tracking, documentation support, I-9 compliance, and coordination with external immigration counsel to ensure regulatory compliance and positive employee experience.

Global Organizational Structure Management: Collaborate with the global HR team to create, maintain, and update organizational structures within the HRIS, ensuring accurate reporting lines, position hierarchies, and workforce data. Support organizational changes, restructures, acquisitions, and workforce planning initiatives by maintaining an effective and scalable organizational framework.

Education and/or Experience:

Bachelor’s degree in Human Resources, Business Administration, or a related field, and 5 years of experience in Human Resources administration/or

High School diploma and 10 (ten) years of related experience in Human Resources administration required. 

Experience supporting managers and employees in a fast-paced, multi-site, or global environment preferred.

Strong knowledge of federal, state, and local employment laws and regulations.

Experience administering and optimizing Human Resource Information Systems (HRIS), including employee data management, reporting, system configuration, and benefits administration.

Proven ability to analyze HR data and metrics to support business decisions and workforce planning.

Experience supporting organizational design, workforce planning, and organizational structure management is preferred.

Strong communication, conflict resolution, coaching, and relationship-building skills.

Demonstrated ability to handle sensitive and confidential information with discretion.

Proficiency in Microsoft Office Suite, particularly Excel, PowerPoint, and HR reporting tools.

Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.