Human Resource Generalist

Talent Acquisition & Lifecycle Management

• Manage the full talent lifecycle, including recruitment, interviewing, selection, onboarding, and offboarding of employees.
• Collaborate with departmental managers to understand the skills and competencies required for open positions.
• Conduct or acquire background checks and employee eligibility verifications.
• Implement new hire orientation and onboarding programs.
• Facilitate exit interviews and the offboarding process, including responses to unemployment claims, participation in unemployment hearings, and termination meetings.

Performance Management & Training

• Implement and manage the annual employee assessment process, including timelines, correspondence with managers, and training new managers on assessment best practices.
• Review, track, and document compliance with mandatory and non-mandatory training and continuing education, including safety training, anti-harassment training, and professional licensure.
• Identify organizational training needs and support the development of employee training and professional development programs.
• Support the design and administration of performance management systems and goal-setting processes.

Employee Relations & Engagement

• Serve as a point of contact for employment-related inquiries from applicants, employees, and supervisors, referring complex or sensitive matters to appropriate staff.
• Participate in employee disciplinary meetings, terminations, and workplace investigations.
• Implement the bi-annual staff survey, analyze findings, and make recommendations to leadership based on results.
• Implement employee recognition programs and social events that uplift a culture of collaboration.
• Plan, budget, and execute staff events such as holiday parties, appreciation days, team-building activities, and milestone celebrations (e.g., work anniversaries, birthdays, retirements).
• Coordinate event logistics, including scheduling, vendor and catering coordination, budgeting, invitations, and on-site setup and support.
• Champion and help shape GPCA's organizational culture, ensuring it reflects the Alliance's mission and values in day-to-day operations.
• Develop and maintain internal communication channels (e.g., newsletters, bulletin boards, all-staff emails) to keep employees informed and engaged.
• Launch and manage culture-building initiatives such as employee resource groups, wellness programs, and volunteer or community-engagement opportunities.
• Solicit ongoing employee feedback outside of formal surveys (e.g., stay interviews, listening sessions) and use insights to strengthen morale and retention.

Compensation, Benefits & HR Operations

• Administer benefit programs by working with carriers, Finance, and the CEO to respond to benefits-related questions, conduct open enrollment, and manage benefits records retention and processing.
• Ensure leaves of absence are processed accurately and timely within the HRIS/payroll system (e.g., ADP).
• Maintain accuracy of employee records and support HR databases and systems.
• Support co-management of compensation and benefits programs, including salary reviews and benchmarking.
• Maintain confidentiality of all personnel and HR matters.
• Provide administrative support to the payroll team, including entering and maintaining employee data.

Compliance & Risk Management

• Maintain compliance with federal, state, and local employment laws and regulations; review policies and practices to maintain compliance and recommend best practices.
• Monitor changes in labor laws and help update policies and procedures accordingly.
• Maintain confidentiality of all personnel and HR matters.
• Coordinate and advise on general human resources policies, processes, and procedures, providing guidance to employees and management.