Human Resources Generalist

Summary

The Human Resources Generalist plays a key role in supporting staff and supervisors by focusing on performance management, employee relations, and professional development. This role coordinates the agency’s performance development processes, including check‑ins and reviews, and provides guidance to supervisors and staff on performance expectations and employee growth. The HR Generalist also assists with employee relations, serving as a first point of contact for workplace concerns, coaching supervisors on effective practices, and ensuring policies are applied consistently and equitably.

In addition, the HR Generalist supports staff learning and development by coordinating training programs, maintaining professional development records, and occasionally delivering training sessions. The HR Generalist collaborates closely with the Human Resources Manager on department initiatives and serves as a backup to the HR Coordinator on recruiting needs. By supporting performance, development, and employee engagement, the HR Generalist helps strengthen a workplace culture that reflects the agency’s values of compassion, inclusion, innovation, integrity, and collaboration.

• Approximate annual full‑time salary: $70,000 - $75,000.
• Competitive benefits package including medical insurance, 401(k) with match, life and long‑term disability insurance, and access to other benefits including vision, dental, and pet insurance.
• Work‑life balance including a 37.5 hour work week, vacation, wellness time, holidays, paid family and medical leave, flexible schedule, and the option to work some hours remotely.

JFCS is a multi‑faced human services agency with the mission to provide essential services to people of all ages and backgrounds to sustain healthy relationships, ease suffering and offer support in times of need. JFCS is a place where you can put your values to work every day. You will be able to:

• Make a positive difference in the lives of others.
• Feel energized to give your best effort and enjoy a healthy work/life balance.
• Learn, grow and accomplish new things.

JFCS serves and employs people of all cultures and faith traditions and highly values inclusion and diversity. Employment opportunities are available to all without regard for race, color, national or ethnic origin, religion, age, sex, gender, gender identity and expression, sexual orientation, marital status, veteran status, disability. AA/EEO

• At least 3–5 years of progressive HR experience, including responsibilities in performance management and employee relations; experience in training and development preferred.
• Experience supporting supervisors and staff in a professional setting; nonprofit sector experience preferred.
• Familiarity with employment law and HR best practices.
• Experience with HRIS systems (Paylocity preferred).
• SHRM‑CP or equivalent certification preferred but not required.

• Strong interpersonal skills with the ability to build supportive, professional relationships with staff and supervisors.
• Excellent oral and written communication skills, including the ability to explain policies and provide guidance in a clear and respectful way.
• Ability to manage most employee relations issues, providing guidance and coaching to supervisors, and recognizing when to involve HR leadership for more complex matters.
• Skilled in coordinating and supporting training and professional development programs.
• Strong organizational skills and attention to detail, with the ability to manage multiple projects and deadlines.
• Sound judgment, discretion, and the ability to handle confidential information professionally.
• Adaptable and collaborative, with a problem‑solving mindset.
• Proficiency with Microsoft Office Suite (Outlook, Word, Excel) and HRIS systems.
• Respects and reflects the agency’s values: compassion, inclusion, innovation, integrity, and collaboration.
• Ability to travel to all office locations (Golden Valley, Saint Paul, Minneapolis).

Performance Management & Development (30%):

• Coordinate the agency’s performance development processes, including check‑ins and…