Human Resources Generalist

Job Details

Job Description

The Human Resources Generalist II is responsible for supporting complex employee relations functions, organizational development initiatives, and HR program management. This position provides guidance to leadership, ensures consistent application of HR policies, analyzes workforce trends, and oversees high impact processes such as performance management, employee engagement, credentialing, and compensation benchmarking. The HR Generalist II must demonstrate strong judgment, excellent communication skills, and the ability to manage confidential matters with professionalism and integrity.

• Serve as a primary point of contact for employee inquiries, concerns, and general HR guidance.
• Participate in disciplinary meetings, corrective action discussions, and terminations to provide HR support and ensure policy compliance.
• Manage grievances submitted through Safety Zone, ensuring leadership follows the escalation process before HR involvement.
• Provide mediation, recommendations, and documentation for employee relations cases.

• Conduct exit interviews, track and analyze trends, and provide recommendations to leadership for workplace improvements.
• Develop, distribute, and manage the bi-annual employee satisfaction survey.
• Collect, analyze, and report survey data, including recommendations for organizational improvement.

• Organize, direct, and oversee the annual performance review cycle, including reminders, training, and tracking.
• Manage annual mandatory training processes for all staff, ensuring completion and compliance.
• Maintain and update Key Performance Indicators (KPIs) for all positions to support organizational alignment and accountability.
• Manage competency forms for all positions, follow up with leadership regarding completion, and file them in employee personnel profiles.

• Maintain and update job descriptions for all positions across the organization.
• File commendations and administer employee recognition rewards, including gift cards.
• Manage student stipend requests and communicate stipend payouts to the payroll administrator.

• Conduct compensation maintenance activities, including reviewing salary surveys.
• Provide analysis and recommendations to ensure fair and competitive wages.
• Assist in developing transparent career pathways and compensation structures to support staff growth and retention.
• Pay range for this position is $24.00 - $26.00 an hour.

• Collect Continuing Education Units (CEUs) for professional and clinical staff.
• Oversee credentialing of licensed professionals with insurance providers and ensure they are properly connected to Eisenhower Center.

All other related duties requested.

• Demonstrated experience in employee relations, including handling disciplinary actions, grievances, and conflict resolution.
• Experience in implementing or supporting a Human Resource Information System (HRIS).
• Experience with credentialing processes for professional staff.
• Strong verbal and written English communication skills, with proficiency in reading, writing, and interpreting HR documentation.
• Solid technological competency, including the ability to learn and manage multiple HR platforms and digital tools.
• Excellent organizational skills, attention to detail, and ability to manage multiple priorities.
• High level of professionalism, discretion, and adherence to confidentiality.

• 5(+) years of experience in Human resources
• Bachelors or master's in human resources or related field

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

41 CFR 60-1.35(c) Veteran-Friendly Employer, Michigan Veterans Affairs Agency. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

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