Human Resource Generalist

About the role

Become part of an inclusive organization with over 40,000 teammates, whose mission is to improve the health and well-being of the unique communities we serve. Human Resources at UNC Health Lenoir is a vibrant hub of energy, encouragement, and possibility.

Responsibilities

• Provides Human Resources support, partnering with leaders and employees to strengthen engagement, drive culture shift initiatives, and ensure consistent employee relations practices across departments and shifts.
• Serves as a trusted advisor to frontline leaders, conducts complex investigations, coordinates HRIS program development and administration, transactions, data reporting & analysis, and provides support for off-shift workforce needs.
• This position also plays a key role in development and retention of key talents including a variety of activities related to onboarding, welcoming, engaging, developing, and overall candidate and employee experience.
• Serves as a local resource to employees, supervisors, and managers to ensure compliance with employment law and regulatory compliance.
• Employee engagement, culture shift & retention: Partner with leaders to implement engagement strategies, rounding plans, recognition practices, and communication routines that strengthen connection and reduce turnover; analyze themes from engagement feedback and exit/retention data to recommend action plans; support change management and culture transformation efforts aligned to organizational values.
• Investigations: Lead timely, impartial investigations into allegations including policy violations, harassment, discrimination, retaliation, patient-safety-related conduct issues, and disruptive behavior; document findings, maintain confidentiality, and recommend corrective actions.
• Collaboration and stakeholder partnership: Work closely with leaders to resolve issues and deliver consistent service.
• HRIS & data stewardship: Enter, audit, and approve HRIS transactions, maintain data integrity; generate and interpret HR metrics and determine actions needed for improvement, support system testing, upgrades, and end-user troubleshooting.
• Policies and practice implementation: Support rollout and adherence to HR and operational policies; develop job aids and manager resources; participate in audits and process improvement initiatives.
• Training and coaching: Deliver or facilitate leader and employee education on core HR topics (respectful workplace, documentation, interviews-both candidate and investigations, coaching conversations, progressive discipline, engagement and culture practices).
• Licensure, certification, and compliance tracking: Verify the validity of licenses and certifications, coordinating with relevant licensing bodies as needed; conduct periodic audits to ensure credentials remain current and compliant; partner with leaders to implement suspension of duties for teammates out of compliance and remove suspensions when licenses are updated and compliance is restored; ensure timely documentation and communication.
• Employee recognition, engagement programs, and events: Spearhead employee recognition and engagement committees; plan and manage volunteer opportunities and engagement/recognition events (including scheduling to maximize participation for non-traditional hours); coordinate food trucks and other vendors; manage distribution and purchasing of engagement-related goods.
• Talent acquisition & onboarding: Provide end-to-end talent acquisition support for employee and contract roles, including sourcing/candidate outreach, screening, interview coordination, selection support, pre-employment screening coordination, credential/eligibility verification, and candidate communication/follow-up to ensure timely, compliant hires. Manage end-to-end onboarding logistics for new hires ie. scheduling, notifications, presentations/materials, agenda, etc.
• Off-shift support & coverage: Provide HR presence and responsive support for evenings/nights/weekends (rotating as assigned); support urgent employee relations matters, staffing escalations, and leadership requests; coordinate handoffs to ensure continuity across shifts.
• Additional HR operations & departmental support: Provide flexible, cross-functional support across HR and hospital departments as needed, including benefits and leave coordination support (e.g., FMLA/ADA process assistance), payroll/timekeeping liaison activities, support for learning and leadership development initiatives, participation in safety/compliance and regulatory readiness activities, policy/procedure updates and communication, front office coverage/coordination (as needed) to support daily operations, committee participation, and special projects aligned to operational priorities.

Qualifications

• Education: Bachelor's Degree in Human Resources, Business or related field or equivalent combination of education and relevant work experience.
• Experience: Minimum of four years Human Resources experience is required.
• Working knowledge of HR laws, practices and policies required.

Other Information

• Licensure, Certification: N/A
• Skills and Qualifications: Proficient in Microsoft Office applications, (ex. Word and Excel) at intermediate or advanced levels. Strong communication and customer service skills.
• Work Environment: Normal office environment, frequent use of keyboard and computer programs which hospital provides training.