Senior Human Resources Generalist

Brief Description Brief Description Summary of Position:

The Senior Human Resources Generalist serves as a trusted Human Resources partner to employees and leaders across all levels of the organization, including supervisors, managers, directors, senior leaders, and executive leadership. The position provides experienced guidance on employee relations, workplace investigations, leave management, workplace accommodations, benefits administration, policy interpretation, performance management, and employment law compliance.

Working closely with the Chief Human Resources Officer, the Senior Human Resources Generalist exercises independent judgment in managing day-to-day Human Resources matters and provides consultative support that strengthens leadership effectiveness, promotes consistent employment practices, mitigates organizational risk, and enhances the employee experience. The position partners with the CHRO on complex, sensitive, or high-risk matters and supports Connections for the Homeless’ commitment to dignity, equity, inclusion, and belonging.

• Serve as a trusted Human Resources advisor and strategic partner to supervisors, managers, directors, senior leaders, executive leadership, and employees across the organization.
• Build collaborative relationships with leaders across departments to provide proactive consultation on employee relations, performance management, organizational effectiveness, workforce planning, and sound people decisions.
• Coach leaders through employee performance concerns, attendance, workplace conduct, conflict resolution, documentation, corrective action, and employee development.
• Independently manage day-to-day employee relations matters and partner with the CHRO on complex, sensitive, or high-risk employment issues.
• Conduct prompt, thorough, and impartial workplace investigations involving employee complaints, policy violations, harassment, discrimination, retaliation, and other workplace concerns.
• Prepare objective investigative findings and recommendations regarding corrective action or other employment decisions in partnership with the CHRO and appropriate agency leadership.
• Interpret and consistently apply agency policies while balancing legal compliance, operational needs, and the employee experience.
• Monitor employee relations trends, identify organizational risks, and recommend proactive strategies that strengthen leadership effectiveness, improve employee engagement, and foster a positive workplace culture.

• Serve as the organization's primary Human Resources administrator for employee leave and workplace accommodation programs, including Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA) accommodations, workers' compensation, disability-related leaves, military leave, personal leave, and other protected or agency-approved leaves of absence.
• Serve as the organization's subject matter expert on leave administration and workplace accommodations by providing guidance to employees and leaders regarding rights, responsibilities, and available resources.
• Lead the interactive process for workplace accommodations by reviewing medical documentation, engaging employees and managers, identifying reasonable accommodations, and documenting outcomes.
• Manage all aspects of leave administration, including eligibility determinations, required notices, medical certifications, recertifications, intermittent leave tracking, return-to-work coordination, and fitness-for-duty documentation.
• Coordinate workers' compensation claims, return-to-work planning, and communication with insurance carriers, medical providers, third-party administrators, payroll, and managers.
• Coordinate leave status, benefit continuation, disability benefits, paid leave usage, and payroll-related information with employees, managers, payroll, and applicable vendors.
• Partner with leaders to navigate complex leave, accommodation, and return-to-work situations while balancing operational needs, employee well-being, and legal compliance.
• Monitor compliance with federal, state, and local leave laws and recommend process improvements that enhance efficiency and the employee experience.
• Maintain accurate, confidential leave records and documentation.

• Ensure compliance with applicable federal, state, and local employment laws, regulations, and Human Resources best practices.
• Monitor legislative and regulatory developments and recommend updates to agency policies, procedures, and employment practices.
• Maintain the Employee Handbook, Human Resources policies, forms, and standard operating procedures.
• Coordinate unemployment claims, employment verifications, required employment notices, and regulatory reporting.
• Conduct periodic Human Resources audits to ensure compliance with personnel documentation, recordkeeping requirements, and employment practices.
• Conduct periodic reviews of Human Resources…