Senior Generalist, Human Resources

Title:

Senior Generalist, Human Resources

Description:

Location: Onsite

Status Type: Full Time

• Bachelor’s degree and 8 years of HR experience; or equivalent combination of education and experience
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, HRIS systems and data governance, employee relations, performance management, leadership and team development, and federal and state respective employment laws

• SHRM Certified Professional (SHRM‑CP), HRCI Professional Human Resources Certification (PHR), HRCI Senior Professional Human Resources Certification (SPHR) or SHRM Senior Certified Professional (SHRM‑SCP)

• Excellent verbal and written communication skills
• Excellent interpersonal, negotiation, and conflict resolution skills
• Excellent organizational skills and attention to detail
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical and problem-solving skills
• Ability to prioritize tasks and to delegate them when appropriate
• Ability to act with integrity, professionalism, and confidentiality
• Thorough knowledge of employment-related laws and regulations
• Proficient with Microsoft Office Suite or related software
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems
• Strong Business Acumen
• Strong Global & Cultural Awareness
• Strong Relationship Management skills
• Ability to adapt behaviors and activities during times of change and handle unexpected situations with little to no guidance
• Exemplifies flexibility and resourcefulness; responds deftly to a variety of challenges and situations
• Ability to understand complexity, anticipate problems, and proactively diagnose
• Plan and carry out sequential projects
• Ability to analyze problems and troubleshoot solutions
• Apply solid cognitive ability to collecting, processing, and disseminating information
• Begin to demonstrate the ability to foster teamwork, collaboration, negotiation, and influencing others
• Engages colleagues with the Enable Values in mind
• Ability to maintain a positive attitude and show empathy for others
• Ability to understand your own emotions and their effects on your performance
• Ability to have a positive impact on others in support of company goals and a healthy work environment

• Must be able to remain in a stationary position for extended periods of time
• Ability to constantly operate a computer and other office equipment, such as printer, telephone, etc.
• Position requires being physically present on the premises during regular company hours or as approved by management

• Lead the design, implementation, and governance of our broad-based compensation programs. Oversee compensation strategy across base pay, short-term incentives, and long-term incentive programs while responsible for compensation analysis, market benchmarking, and program administration. This role requires a strategic thinker who can also execute operationally, combining deep compensation expertise with strong analytical capability.
• Lead configuration, testing, validation, and deployment of system changes across multiple HRIS modules such as Core HR, Benefits, Talent, and Onboarding
• Own complex business process designs and mass data updates
• Ensure configuration aligns with system governance, best practices, and enterprise design principles
• Maintain master data values, including job profiles, job families, roles, organizations, and locations
• Conduct data audits, resolve discrepancies, and ensure strong data governance practices
• Partner with IT stakeholders and technical teams on integrations, security updates, and system fixes
• Designs and administers various human resource plans and procedures for all organization personnel, including benefits administration; assists in the development and implementation of personnel policies and procedures; prepares and maintains the employee handbook and the policies and procedures manual
• Ensures compliance with EEO-1 report annually
• Drives recruitment efforts for all exempt and nonexempt personnel, students and temporary employees; conducts new-employee orientations; monitors career-pathing program; and writes and places advertisements
• Handles employee relations counseling, outplacement counseling and exit interviewing
• Ensures compliance with USCIS Form I-9 Employment Eligibility Verification; periodically audits Forms I-9
• Utilized HR data to drive changes related to compensation, benefits, training, recruitment, etc. to determine improvements and report to management