Human Resources Generalist II

Job Details

Position:
Administrative, Exempt (12 months), Full-time (40 Hours)
Department/Administration:
Office of Human Resources
Salary Range: $70,304–$85,000
Hiring Range:
Anticipated hiring range is near or at the minimum of the classification,
Commensurate With Candidate's Education, Experience, Skills, And Training.
Introductory Period:
Twelve (12) Months
Availability:
Immediately
Posting Date:
April 22, 2026
Final date to receive applications:
Open Until Filled, Apply Immediately

The Human Resources Generalist II is responsible for fostering a positive, inclusive, and compliant work environment and provides advanced, client-centered support for day‑to‑day Human Resources (HR) operations. This role serves as a primary HR contact and trusted advisor to employees, supervisors, and leadership, supporting a broad range of HR functions including employee relations, retention, policy interpretation, and workforce support. As a Level II professional, the HR Generalist II operates with increased independence and accountability, managing complex and sensitive workplace matters, conducting workplace reviews and investigations, and recommending solutions aligned with University policies and applicable federal, state, and local employment laws.

The HR Generalist II partners closely with HR leadership to support performance management processes, including goal setting, evaluations, and performance improvement initiatives. Reporting to the Director of Employee Relations and/or HR Business Partner, this position provides cross‑functional support and serves as a strategic resource to meet departmental and institutional goals.

• Support and implement Human Resources strategies, programs, processes, and policies across assigned departments, programs, and schools
• Provide day‑to‑day HR administration with a higher level of discretion and judgment; serve as an initial HR contact and appropriately triage inquiries
• Act as a liaison between employees and leadership to address concerns related to policies, procedures, and workplace practices
• Recommend, develop, and implement employee relations practices that foster a positive and productive work environment
• Coach and advise people leaders on performance management, employee relations, retention strategies, and career development
• Support supervisors and managers in addressing complex performance concerns, disciplinary actions, and policy interpretation
• Serve as a trusted advisor to employees, supervisors, and administrators on sensitive workplace matters
• Conduct or support workplace reviews and investigations, ensuring appropriate documentation and resolution
• Develop and maintain employee evaluation and development plans; monitor completion and coach managers on effective performance reviews
• Develop and deliver training programs on workplace policies, compliance, conflict resolution, and performance management
• Maintain ongoing supervisor and leadership training initiatives aligned with University policies and employment laws
• Collaborate with HR functional areas (leaves, benefits, workers' compensation, recruitment) to provide comprehensive HR solutions
• Provide hands‑on HR expertise in employee relations, onboarding, training, compensation, benefits, and organizational development
• Organize and facilitate training sessions and workshops; manage resources such as materials, budgets, and external vendors
• Demonstrate a strong understanding of departmental operations and proactively address workforce needs and challenges
• Assist HR leadership in ensuring compliance with all applicable federal, state, and local regulations
• Maintain current knowledge of employment laws and HR best practices
• Prepare and maintain records, reports, and HR‑related documentation; analyze and present HR metrics and data
• Maintain employee personnel and recruitment records in accordance with legal requirements and confidentiality standards
• Partner with recruitment teams to ensure compliance with hiring practices and compensation guidelines
• Participate in hiring processes, including consultations with hiring managers and search committees
• Coordinate recruitment timelines, job postings,…