Senior HR Generalist

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About the Role

The Senior Human Resources Generalist supports leaders and associates across EWC’s corporate‑owned centers, partnering with field leadership to drive effective people practices, ensure compliance, and foster a positive associate experience.

This role acts as a trusted advisor to operational leaders, providing guidance on employee relations, performance management, workforce planning, and HR program execution across a multi‑state hourly workforce. This role plays a critical role in ensuring consistent HR practices, mitigating employment risk, and supporting the development and engagement of center teams.

A Day in the Life

Field HR Partnership

• Serve as a trusted advisor to field leadership teams, providing guidance on workforce management, performance management, employee relations and engagement.
• Partner with leaders to ensure consistent execution of HR programs, policies, and best practices across corporate‑owned centers.
• Coach leaders on effective management practices, including performance conversations, feedback delivery, and associate development.
• Provide support to leaders in managing associate performance, including coaching, documentation, corrective action, and performance improvement planning.
• Collaborate with field leadership to identify talent gaps, succession opportunities, and development needs.

Employee Relations & Investigations

• Provide guidance and support on employee relations issues including conflict resolution, investigations, performance concerns, and policy interpretation.
• Conduct prompt, thorough, and objective investigations related to employee concerns, ensuring appropriate documentation and resolution.
• Review corrective actions and separation recommendations for factual support, consistency, appropriate prior coaching, and compliance before action is taken.
• Coach leaders on handling sensitive workplace issues while ensuring fairness, consistency, and adherence to company policies including protected sick time, leaves of absence, accommodations, retaliation, wage and hour, and other employment‑related risks.
• Evaluate proposed employment actions for consistency with policy, prior practice, similarly situated associates, and documented expectations, escalating material inconsistencies or risks when appropriate.
• Identify trends in employee relations issues and recommend proactive solutions to mitigate risk.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws, particularly those impacting hourly employees across multiple states.
• Partner with leadership to ensure proper wage and hour practices, scheduling compliance, and adherence to labor regulations.
• Support administration of leaves of absence, including FMLA and other state‑specific leave requirements.
• Maintain awareness of evolving employment law requirements impacting multi‑state operations.

Talent & Workforce Planning

• Partners with field leaders to support hiring strategies for corporate‑owned centers.
• Monitor and analyze workforce metrics including turnover, staffing levels, and engagement trends to identify and recommend opportunities for improvement.
• Own recurring HR metrics and workforce reporting for corporate‑owned centers, including extracting and validating data from ADP and other HR systems, accurately calculating key HR metrics, analyzing trends, and preparing clear, leadership‑ready reporting and insights on established weekly, monthly, quarterly, and annual cadences.
• Support onboarding and new hire orientation initiatives to ensure a strong start for new associates.
• Assist leaders with…