Senior Human Resource Generalist

Build Health International (BHI) has a unique opportunity for an enthusiastic, mission driven, hands on Senior Human Resource Generalist to join our international team.

BHI is a design-and-build nonprofit organization working in low-resource settings to develop healthcare infrastructure solutions that elevate the quality and accessibility of healthcare worldwide.

BHI provides clinical planning, design, construction, and maintenance for healthcare facilities in some of the resource-constrained settings on earth. We are dedicated to partner with organizations that provide high-quality, accessible treatment to patients who need it most. Our work is grounded in commitments to sustainability, health equity, and local capacity building.

The Senior Human Resource Generalist will play a key role in BHI’s growing international team. As we work to create lasting impact worldwide, this position will help to build our positive, inclusive and action-oriented culture including recruiting, administering policies, benefits, leave, review, development and immigration processes.

Duties/Responsibilities:

• Workforce Planning and Recruitment: Partner with leadership and hiring managers to identify current and anticipated staffing needs. Develop, review, and maintain clear, accurate, and up-to-date job descriptions and recruiting materials to support effective hiring and workforce planning.
• Onboarding and Offboarding: Coordinate and serve as a primary resource for new hires, ensuring a consistent and engaging onboarding experience from offer acceptance through successful integration. Maintain standardized offboarding procedures, including required documentation, knowledge transfer, equipment return, and exit feedback. Review onboarding and exit feedback to identify trends and recommend improvements that enhance the overall employee experience.
• Employee Relations and Workplace Support: Serve as an approachable and trusted resource for employees and managers regarding HR policies, workplace concerns, and HR programs. Support employee relations matters, conflict resolution, and constructive workplace conversations in partnership with leadership and managers. Handle sensitive and confidential matters with professionalism, discretion, sound judgment, and a balanced approach.
• Partner with leadership on workforce planning, organizational effectiveness, and scalable people practices that support BHI’s future needs.
• Performance Management and Development: Administer, maintain, and continuously improve performance management processes, timelines, tools, and communications. Partner with managers to strengthen goal setting, ongoing feedback, coaching, and employee development planning. Support leadership and managers with talent development, succession planning, and continuity efforts to ensure the organization is prepared to meet evolving needs.
• Identify opportunities to improve efficiency, consistency, risk management, and accountability across HR processes. Monitor trends and themes throughout the employee experience, evaluate opportunities for improvement, and provide practical recommendations to leadership and managers to strengthen HR practices, employee engagement, and organizational effectiveness.
• Benefits and Leave Administration: Serve as a knowledgeable resource for employees and managers regarding benefits, leave, and related HR matters. Coordinate benefits enrollment, qualifying life event changes, open enrollment activities, and employee communications, ensuring accurate and timely support throughout the process.
• Partner with external brokers, vendors, and service providers to resolve issues and support employees.
• HR Policies, Compliance, and Procedures: Serve as an approachable and trusted resource for employees and managers regarding HR policies, workplace concerns, and HR programs. Support policy development and employee handbook updates, maintain required workplace postings, assist with audits and employment-related reporting, and develop and maintain practical HR procedures, templates, checklists, and standard operating practices to promote consistency and compliance.
• Maintain compliance with applicable federal, state, and local employment laws, regulations, and HR best practices. Regularly review HR policies, procedures, and practices to identify compliance risks and recommend updates as needed. Stay current on HR trends, best practices, regulatory and legislative changes, employment law developments.
• International HR Administration: Administer and support HR programs and processes for international staff, including compensation, benefits and leave, employee relations, disciplinary matters, workplace concerns and investigations, performance and talent management, employee productivity and recognition, morale and engagement, occupational health and safety, and training and development. Ensure HR practices are applied consistently, effectively, and in alignment with organizational policies and applicable requirements.

Required…