HR Generalist

Responsibilities

• Provide support for onboarding, orientation, and exit interviews, recommending improvements based on feedback and analysis
• Act as Tier 2 support for escalated HR tickets, managing inquiries and resolving issues within service level expectations
• Support HR leadership in handling grievances to both management and associates to promote positive teammate engagement
• Aid HR leadership in tracking compliance requirements, updating basic policy documents, and supporting audit preparations as needed
• Coordinate and facilitate HR and compliance training, create presentation materials, and update policies/procedures for business alignment
• Aid in compiling workforce metrics and support HR leadership in analyzing trends for reporting purposes
• Assist in HR projects and initiatives, promoting a positive work environment and alignment with business priorities
• Support teammate benefit programs, partner with the compensation team on wage alignment, and ensure compliance with wage laws
• Serve as an HR support resource for assigned teams, escalating complex issues to HR leadership as needed
• Support the process for new job creation, job requisition requests, and tracking internal approvals
• Guide on hourly performance management issues and review/revision of corrective action forms (as assigned) for hourly teammates, including participation in associate relations reviews and preparation of files for termination review
• Maintain and update internal HR policies and procedures on company platforms
• Aid in coordinating and scheduling HR and compliance training sessions, supporting HR leadership in content delivery as needed

Qualifications

• Education Requirements: Associate degree/Junior college or Bachelor’s degree (Bachelor’s degree in Human Resources or a related field preferred)
• Experience Requirements: 2–4 years experience in relevant field (Human Resources Generalist experience preferred)
• Travel Requirement: No travel requirements
• Supervisor Responsibility: Direct Reports - This position does not have supervisory responsibilities for direct reports; Indirect Reports - Does not have direct reports, but may delegate work of others and provide guidance, direction and mentoring to indirect reports
• Required Knowledge and Skills: In-depth understanding of onboarding, orientation, and exit procedures, with the ability to recommend and implement process improvements; Strong knowledge of local, state, and federal labor laws, with the ability to ensure organizational compliance and update policies accordingly; Knowledge in managing grievances and conflicts, providing guidance to promote positive relations and a high level of teammate engagement