HR Generalist

Duties/Responsibilities

• Employee Relations: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Champion initiatives that foster a culture of diversity, equity, inclusion and belonging. Attends and participates in employee disciplinary meetings, terminations, and investigations. Handles employment-related inquiries from employees, and supervisors, escalating where appropriate. Conducts exit interviews, summarizes findings, and discusses trends and concerns with senior management.
• Performance Management, Internship & Succession Planning: Support leadership and employees in drafting, documenting, and monitoring progress on performance improvement plans. Ensure timely performance feedback and annual performance evaluation process including self, supervisor, and key stakeholder input into performance. Partner with leadership to design and oversee developmental internship opportunities to increase pipeline of future talent. Partner with leadership to identify internal talent ready for additional development on a path of promotion readiness.
• Absence Management: Communicates with employees regarding their needs for leave and/or modified work schedules. Ensures that employees are aware of their responsibilities and of any documentation and notice required to qualify for and to take leave. Handles the LOA (to include FMLA) leave administration process from the employee’s initial notice of the need for leave to the return to work. This includes gathering and completing all required paperwork, determining leave eligibility, designating leave as FMLA-qualifying, requesting medical certification as needed, and accounting for intermittent and reduced schedule leave use. Facilitates other leave requests, which may include accommodation requests under the ADA. Maintains knowledge of all applicable leave and accommodation laws including the FMLA, ADA, USSERA and state and local laws. Oversees the return-to-work process for employees returning from extended FMLA, workers compensation, or other leave(s).
• Workers Compensation Consultant Training & Development: Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training. Participation in local HRSHRM development sessions, including bringing back key information to SL Nusbaum leaders where applicable.
• Recognition: Makes recommendations for implementation of employee recognition programs. Participate in planning/hosting employee recognition events.

Required Skills/Abilities

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

Education and Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 5 years of experience within human resources may be substituted for bachelor’s degree.
• At least three years of human resource experience.
• SHRM (SHRM-CP, SHRM-SCP) and/or HRCI (SPHR, PHR) certification a plus.