Human Resources Generalist

• Bachelor’s degree in human resources, Business Administration, or related field required
• 3-4 years working in an HR coordination role supporting non-union and union workforce
• Understanding of state and federal employment laws (FMLA, CFRA, ADA, FSLA) grievances and labor relations.

Proficiency in Microsoft Office, particularly Word and Excel, and Google Workspace, with the ability to quickly learn and use HRIS, talent management systems, and other online applications, including Zoom, Box, Smartsheet, instant messaging platforms, and customer portals.

• Experience with Oracle HRM as an HRIS

Experience with surge onboarding, supporting hundreds of new hires in a union environment

Directly reporting to the Director, Human Resources or Senior Human Resources Manager, this position is responsible for providing HR support services to HR Managers including but not limited to talent acquisition, on-boarding, compensation/benefits, employee relations, talent/performance management, learning and development and regulatory compliance initiatives and efforts for the organization (for assigned offices). To be successful in this role, the incumbent must act with professionalism, integrity, discretion, urgency and be responsive to client needs.

This role provides support to assigned HR Managers across locations.

• Independently manage a high volume of employee relations cases from intake through resolution, including performance, attendance, conduct, workplace conflict, policy concerns, corrective action, and separations, escalating complex or high-risk matters as appropriate.
• Prepare and review employee relations documentation, including performance counseling, corrective action, investigation summaries, expectations memoranda, and other employee
• Conduct workplace investigations, including interviews, information gathering and review, documentation of findings, recommendations, and appropriate follow-up actions.
• Maintain accurate and confidential case documentation and tracking, identify and escalation trends or complex concerns, collaborate with other HR functions as needed, and support additional HR responsibilities based on business needs.
• Advise and partner with managers, HR Business Partners, and HR leadership on employee relations matters, performance management, coaching, policy interpretation, and consistent application of company practices and applicable employment laws.
• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
• Provides training to new managers on tactical HR-related processes and procedures.
• Assists with the creation and updates of employee-related job change letters and job descriptions.
• Reviews and provides suggested guidance on background checks requiring HR review.
• Conducts and analyzes exit interviews and makes actionable recommendations based on data, feedback, and areas of concern in collaboration with HR Managers.
• Supports compliance efforts including mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, aptitude exams and certifications, etc.
• Assists in the communication, interpretation, and may contribute to the development of policies and practices.
• Performs routine tasks required to support human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
• Develops and maintains organized employee files and HR records.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.