Human Resources Generalist

Responsibilities

The Human Resources Generalist role is both hands-on and people-focused, providing support across a variety of HR functions including employee relations, onboarding, performance and development, and policy guidance. This role serves as a reliable point of contact for employees and managers within a designated office or region, helping to create a positive, productive workplace experience that reflects Brasfield & Gorrie's values and culture.

• Onboarding & New Employee Experience: Support the onboarding process for new hires within the designated office, helping to ensure a welcoming and consistent experience from day one; coordinate with hiring managers on pre-start logistics, day-one introductions, and early integration activities; serve as a go-to resource for new employees navigating company systems, policies, and benefits during their first weeks.
• Performance Management & Development: Assist the HR Business Partner and HR Manager with performance review processes, including timeline coordination, form tracking, and manager support; help managers understand the performance review process and navigate HR systems, particularly the Performance and Talent Review modules in SuccessFactors; support the administration of performance improvement plans as directed by the HR Business Partner or HR Manager; surface observations about development needs within designated teams.
• Employee Relations: Support employee relations efforts by assisting with documentation, gathering information, and coordinating next steps; serve as an accessible point of contact for employees within the designated office, triaging questions and concerns and directing them to the appropriate HR resource; help maintain a positive office environment by building trusted relationships with employees and managers through consistent, approachable presence; assist with exit interviews for departing employees and share themes and observations with the appropriate HR Business Partner; help gather data related to employee engagement and retention trends to support HR leadership in developing solutions.
• Policy, Compliance & Communication: Help communicate HR policies, procedures, and updates to employees and managers in a clear and approachable way; serve as a resource for general policy questions, helping employees and managers understand expectations and directing complex situations to the appropriate HR contact; support compliance efforts by assisting with recordkeeping, documentation, and adherence to applicable federal, state, and local employment laws; attend department or office meetings to share HR updates and represent the HR team as directed; help ensure consistent application of HR policies across the designated office by flagging inconsistencies to HR leadership.
• HR Operations & HRIS: Assist managers and employees with navigation of HR systems and direct more complex system questions to the appropriate HR or HRIS resource; support recruiting coordination efforts as needed, partnering with recruiters on hiring logistics and candidate experience; assist the broader HR team with ad hoc projects, annual processes, and strategic initiatives as directed; develop a working knowledge of the business and designated office to better anticipate HR needs and provide proactive day-to-day support.

Qualifications

• Bachelor's degree in Human Resource Management, Business Administration, or a related field
• 3 or more years of experience in human resources or a related field preferred
• Working knowledge of HR practices, policies, and employment law
• Experience with HRIS systems; SuccessFactors experience a plus
• Strong interpersonal skills with the ability to build trust and rapport with employees at all levels
• Excellent verbal and written communication skills
• Customer service mindset with a proactive, solutions-oriented approach
• Strong organizational skills with the ability to manage multiple priorities and meet deadlines
• Ability to handle sensitive and confidential information with discretion and professionalism
• PHR, SHRM-CP, or working toward certification preferred
• Experience in the construction or AEC industry a plus