HR Generalist

DISA Global Solutions is a leading safety and compliance provider supporting more than 55,000 customers worldwide, including over 30% of the Fortune 500. With 1,600+ team members across 30+ locations, we’ve delivered innovative solutions since 1986 and process more than 20 million orders each year. As a multi-year Top Workplaces award winner, DISA offers competitive pay, robust benefits, and a collaborative, growth-focused culture.

Employees enjoy ongoing training through our internal learning and development team, monthly appreciation events, and numerous opportunities for career advancement.

The Generalist I, Human Resources provides day-to-day Human Resources (HR) support to assigned business teams and employee groups across a range of employee and manager needs. This role supports employee relations, performance management, HR programs, employee lifecycle activities, and recurring HR processes while partnering with HR Operations and Centers of Excellence to deliver consistent and responsive service. The HR Generalist I applies established policies, practices, and employment requirements and builds trusted relationships through reliable follow-through and consistent application of HR practices, while seeking guidance or escalating unfamiliar, sensitive, or complex matters as appropriate.

Support assigned business teams and employee groups by providing responsive HR guidance across a range of employee and workplace matters. Build trusted relationships with managers and employees through responsive service, effective communication, and consistent follow‑through. Respond to employee and manager questions regarding workplace policies, HR programs, performance expectations, and standard HR processes. Interpret, and consistently apply established HR policies, processes, programs, and best practices.

Provide managers with practical guidance regarding employee matters, workplace expectations, and available HR resources and programs. Identify the HR needs of assigned teams and recommend appropriate resources, programs, services, or solutions. Recognize opportunities to expand awareness and effective use of available HR programs, tools, training, and resources. Escalate sensitive, high‑risk, highly complex, or unfamiliar matters to the appropriate HR Business Partner or HR Leadership, as needed.

Address employee relations matters in accordance with established policies, procedures, practices, and applicable guidance. Support managers in preparing coaching notes, corrective‑action documents, performance improvement plans, and other performance‑related documentation, ensuring consistent and compliant application of HR policies, practices, and requirements. Review performance and employee relations documentation for clarity, completeness, consistency, and alignment with established practices. Manage assigned employee relations and workplace investigation cases, including documentation, action items, follow‑up, stakeholder coordination, and case closure.

Conduct appropriate follow‑up with employees, managers, HR partners, and other stakeholders to support timely resolution of employee matters. Identify recurring concerns, emerging patterns, policy inconsistencies, or matters requiring additional review and elevate findings to the appropriate HR Business Partner.

Coordinate with HR Operations and Centers of Excellence, including HR Technology, Talent Acquisition, Talent Excellence, Compensation, Benefits, and Payroll, to address employee and manager needs. Support employee lifecycle activities, including onboarding, internal movement, and…