Senior Human Resources Generalist
E-J Electric Installation Co. · New York, NY · 1 mo ago
On-siteEducation$115k–$130k/yrFull-time
We need to output HTML fragment with sections using for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content.
We need to parse the posting.
We have:
- Title/Role: Senior Human Resources Generalist (but we should not repeat job title as heading; page already shows it, so we don't include heading for title.)
- About E-J: description of company. This could be "About the role"? Actually "About the role" is a heading for description of role. The posting includes "Position Summary". That is about the role. So we can put that under
for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content.
We need to parse the posting.
We have:
- Title/Role: Senior Human Resources Generalist (but we should not repeat job title as heading; page already shows it, so we don't include heading for title.)
- About E-J: description of company. This could be "About the role"? Actually "About the role" is a heading for description of role. The posting includes "Position Summary". That is about the role. So we can put that under About the role
with paragraph(s) containing the Position Summary and maybe the company description? The instruction: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we can include About the role section with the position summary and maybe company overview. The "About E-J" is company description; could be part of About the role or separate? Probably include in About the role.
- Responsibilities: we have Core Responsibilities with bullet points. So we need Responsibilities
with - items.
- Requirements: we have Position Requirements with Education, Experience, Technical Proficiency, Compliance Knowledge. That's requirements. So
Requirements
with list.
- Qualifications: maybe overlapping with Requirements? The posting includes "HR certification preferred" etc. Could treat as Qualifications. But we have both Requirements and Qualifications as possible sections. We need to decide based on content. The posting includes Education, Experience, Technical Proficiency, Compliance Knowledge under "Position Requirements". That could be Requirements. Qualifications could be HR certification preferred etc. But we can combine? The instruction: "Prefer a few substantive sections over many thin ones." So we might combine Requirements and Qualifications into one section? But we have headings list; we can include both if they have distinct content. Let's see: Requirements: Education, Experience, Technical Proficiency, Compliance Knowledge. Qualifications: HR certification preferred (maybe also "progressive HR experience" etc). Actually the "Experience: 5–7+ years of progressive HR experience, preferably within commercial contracting, union and non-union environments." That's experience, which is under Requirements. The HR certification is under "HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred." That could be Qualifications. So we could have Requirements (education, experience, technical proficiency, compliance knowledge) and Qualifications (certification). But we might also include Skills: maybe "Familiarity administering HRIS platforms, proficiency in Microsoft Office Suite." That's technical proficiency; could be Skills. But we already have Technical Proficiency under Requirements. Could move to Skills.
We need to avoid thin sections. Let's think: we have substantive content for:
- About the role (position summary + company overview)
- Responsibilities (detailed list)
- Requirements (education, experience, technical proficiency, compliance knowledge)
- Benefits (list of advantages)
- Pay (salary range)
- Schedule (work hours)
We could also include Qualifications (certification) but maybe we can incorporate certification into Requirements or Skills. Since we have a Skills heading, we could put technical proficiency there. But we already have technical proficiency in Requirements; maybe better to put technical proficiency under Skills, and keep Requirements for education and experience, and Qualifications for certification. However we need to avoid many thin sections. Let's see if we can combine.
Option: Sections:
- About the role
- Responsibilities
- Requirements (Education, Experience, Certifications, Technical Skills, Compliance)
- Benefits
- Pay
- Schedule
That's 6 sections, each substantive.
We need to ensure we don't include filler like "commensurate with experience". Not present.
We need to remove boilerplate: EEO statement, application instructions, cookie/navigation etc. At end there is EEO statement; we should drop it.
Also drop "Title/Role:" line? Not needed as heading.
We need to preserve all substantive information.
Let's extract content.
About E-J paragraph: "The E-J Group is active in all facets of electrical contracting, bringing experience, expertise, and a national reputation to projects that range in size up to more than $1 billion. With over 4,500 employees across 33 offices nationwide, E-J delivers full-service electrical solutions for mission critical / data centers, rail systems, transit facilities, office buildings, hospitals, power generation, substations, transmission and distribution, renewables, co-generation facilities, roadway and outdoor specialty work, airports, industrial facilities, chip plants, universities, sports stadiums, extra high voltage distribution, utility, and gas infrastructure. At E-J, three generations of family expertise have built an organization that combines practical knowledge with modern technological innovation, providing rapid and efficient solutions for today’s lighting, power, energy, and communication needs. E-J has over a 125-year reputation for integrity, quality, and exceptional service in the electrical field. To learn more, visit www.ej1899.com."
Position Summary: "E-J Electric Installation Co. is seeking an experienced, highly motivated Senior HR Generalist to join our team onsite in NYC. This position supports day-to-day HR operations, including employee relations, employee lifecycle processes, performance management administration, goal-setting activities, and compliance with company policies and employment regulations. Reporting directly to the Director of Human Resources, the ideal candidate brings strong HR operational experience, sound judgment in handling employee relations matters, and a proven ability to maintain compliance while supporting employees and managers in a fast-paced contracting environment."
We can combine these into About the role section.
Responsibilities: list:
- Employee Relations & Lifecycle Management:
- Employee Relations: Serve as the initial point of contact for day-to-day employee and manager concerns and inquiries. Conduct intake, offer initial guidance, and resolve baseline conflicts, escalating complex matters to the HR Director when necessary.
- Exit Interviews: Facilitate formal exit interview processes for departing employees. Compile and analyze feedback, track attrition trends, and provide insights and recommendations to HR leadership to support employee retention and continuous improvement efforts.
- Employee Engagement Initiatives: Administer employee engagement and recognition programs, gather employee feedback, and partner with management to support initiatives that enhance workplace culture and employee retention.
- Performance Management & Goal Setting:
- Performance Management Process Administration: Manage the administration of performance management programs, including goal-setting, review cycles, performance improvement plans, and related documentation, while serving as a resource for managers and employees regarding policies and procedures.
- Performance Review Administration: Coordinate and execute annual evaluation cycle. Notify managers of schedule and process, track compliance, monitor evaluation deadlines, and review consistency across distinct departments.
- Goal-Setting Process: Guide supervisors and staff through regular, formalized objective-mapping cycles, aligning performance goals and developmental goals with corporate benchmarks and broader commercial corporate strategic goals.
- Compliance & Operations:
- Handbook & Policy Updates: Review and modify the corporate employee handbook continuously. Ensure strict operational alignment with changes in federal, state, and city labor regulations in markets where we operate.
- Benefits Administration: Oversee the administration of employee benefits programs, serving as the primary HR resource for benefits-related questions and coverage concerns. Provide guidance on benefit plan options and eligibility, support employees through qualifying life events, and partner with the HR Coordinator and benefits TPA to ensure accurate and timely enrollment and administration.
- Other related duties as assigned
We need to preserve all that.
Requirements: Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field required. HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
Experience: 5–7+ years of progressive HR experience, preferably within commercial contracting, union and non-union environments.
Technical Proficiency: Familiarity administering HRIS platforms, and proficiency in Microsoft Office Suite.
Compliance Knowledge: Strong grasp of legal standards, including NYS/NYC labor mandates, FMLA/PFL, and EEOC guidelines.
We could also include "Schedule & Location: Ability to maintain a consistent onsite presence in NYC Monday through Friday, 7:30 AM to 4:30 PM." That's schedule.
Benefits: Advantages of Working at E-J list:
- Leading Electrical Contracting Organization Nationwide
- Oldest Family-Owned and Operated Electric Contractor since 1899
- Job training and mentorship
- Competitive compensation packages
- Comprehensive benefits, including medical, dental, and 401K plan
- Paid holidays and vacation
- Merit-Based Bonus
- Tuition Reimbursement Program
Pay: Salary Range: $115,000 - $130,000/year
Schedule: Ability to maintain a consistent onsite presence in NYC Monday through Friday, 7:30 AM to 4:30 PM.
We should not repeat schedule in both Requirements and Schedule section; we can put schedule under Schedule section only. The "Schedule & Location" line appears under Requirements but we can treat it as schedule.
Thus we need to avoid duplication.
We'll create sections:
About the role
... (combined company description and position summary)
Responsibilities
- ... each bullet as separate
- maybe with sub-bullets? We can keep as plain text inside
- . Use line breaks? We'll just put the whole bullet text.
We need to preserve the sub-bullets like "Employee Relations: Serve as ..." We'll keep as one
- containing that sentence.
Similarly for each.
We'll need to include the headings like "Employee Relations & Lifecycle Management:" maybe as part of the
- text or we could make a nested
but not required. We'll just include as plain text.
Requirements
- Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field required. HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
- Experience: 5–7+ years of progressive HR experience, preferably within commercial contracting, union and non-union environments.
- Technical Proficiency: Familiarity administering HRIS platforms, and proficiency in Microsoft Office Suite.
- Compliance Knowledge: Strong grasp of legal standards, including NYS/NYC labor mandates, FMLA/PFL, and EEOC guidelines.
Benefits
- Leading Electrical Contracting Organization Nationwide
- Oldest Family-Owned and Operated Electric Contractor since 1899
- Job training and mentorship
- Competitive compensation packages
- Comprehensive benefits, including medical, dental, and 401K plan
- Paid holidays and vacation
- Merit-Based Bonus
- Tuition Reimbursement Program
Pay
Salary Range: $115,000 - $130,000/year
Schedule
Ability to maintain a consistent onsite presence in NYC Monday through Friday, 7:30 AM to 4:30 PM.
We need to ensure we didn't include any boilerplate like EEO statement. We omitted.
Check for duplicate content: We included HR certification in Requirements (Education bullet). That's fine.
We omitted "Other related duties as assigned" maybe we should include as a responsibility bullet. Add at end of Responsibilities list: - Other related duties as assigned
Also we omitted "Exit Interviews" etc. We have them.
Check that we didn't miss any responsibility bullet: We have Employee Relations, Exit Interviews, Employee Engagement Initiatives, Performance Management Process Administration,
Responsibilities
with- items.
- Requirements: we have Position Requirements with Education, Experience, Technical Proficiency, Compliance Knowledge. That's requirements. So
Requirements
with list. - Qualifications: maybe overlapping with Requirements? The posting includes "HR certification preferred" etc. Could treat as Qualifications. But we have both Requirements and Qualifications as possible sections. We need to decide based on content. The posting includes Education, Experience, Technical Proficiency, Compliance Knowledge under "Position Requirements". That could be Requirements. Qualifications could be HR certification preferred etc. But we can combine? The instruction: "Prefer a few substantive sections over many thin ones." So we might combine Requirements and Qualifications into one section? But we have headings list; we can include both if they have distinct content. Let's see: Requirements: Education, Experience, Technical Proficiency, Compliance Knowledge. Qualifications: HR certification preferred (maybe also "progressive HR experience" etc). Actually the "Experience: 5–7+ years of progressive HR experience, preferably within commercial contracting, union and non-union environments." That's experience, which is under Requirements. The HR certification is under "HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred." That could be Qualifications. So we could have Requirements (education, experience, technical proficiency, compliance knowledge) and Qualifications (certification). But we might also include Skills: maybe "Familiarity administering HRIS platforms, proficiency in Microsoft Office Suite." That's technical proficiency; could be Skills. But we already have Technical Proficiency under Requirements. Could move to Skills. We need to avoid thin sections. Let's think: we have substantive content for: - About the role (position summary + company overview) - Responsibilities (detailed list) - Requirements (education, experience, technical proficiency, compliance knowledge) - Benefits (list of advantages) - Pay (salary range) - Schedule (work hours) We could also include Qualifications (certification) but maybe we can incorporate certification into Requirements or Skills. Since we have a Skills heading, we could put technical proficiency there. But we already have technical proficiency in Requirements; maybe better to put technical proficiency under Skills, and keep Requirements for education and experience, and Qualifications for certification. However we need to avoid many thin sections. Let's see if we can combine. Option: Sections: - About the role - Responsibilities - Requirements (Education, Experience, Certifications, Technical Skills, Compliance) - Benefits - Pay - Schedule That's 6 sections, each substantive. We need to ensure we don't include filler like "commensurate with experience". Not present. We need to remove boilerplate: EEO statement, application instructions, cookie/navigation etc. At end there is EEO statement; we should drop it. Also drop "Title/Role:" line? Not needed as heading. We need to preserve all substantive information. Let's extract content. About E-J paragraph: "The E-J Group is active in all facets of electrical contracting, bringing experience, expertise, and a national reputation to projects that range in size up to more than $1 billion. With over 4,500 employees across 33 offices nationwide, E-J delivers full-service electrical solutions for mission critical / data centers, rail systems, transit facilities, office buildings, hospitals, power generation, substations, transmission and distribution, renewables, co-generation facilities, roadway and outdoor specialty work, airports, industrial facilities, chip plants, universities, sports stadiums, extra high voltage distribution, utility, and gas infrastructure. At E-J, three generations of family expertise have built an organization that combines practical knowledge with modern technological innovation, providing rapid and efficient solutions for today’s lighting, power, energy, and communication needs. E-J has over a 125-year reputation for integrity, quality, and exceptional service in the electrical field. To learn more, visit www.ej1899.com." Position Summary: "E-J Electric Installation Co. is seeking an experienced, highly motivated Senior HR Generalist to join our team onsite in NYC. This position supports day-to-day HR operations, including employee relations, employee lifecycle processes, performance management administration, goal-setting activities, and compliance with company policies and employment regulations. Reporting directly to the Director of Human Resources, the ideal candidate brings strong HR operational experience, sound judgment in handling employee relations matters, and a proven ability to maintain compliance while supporting employees and managers in a fast-paced contracting environment." We can combine these into About the role section. Responsibilities: list: - Employee Relations & Lifecycle Management: - Employee Relations: Serve as the initial point of contact for day-to-day employee and manager concerns and inquiries. Conduct intake, offer initial guidance, and resolve baseline conflicts, escalating complex matters to the HR Director when necessary. - Exit Interviews: Facilitate formal exit interview processes for departing employees. Compile and analyze feedback, track attrition trends, and provide insights and recommendations to HR leadership to support employee retention and continuous improvement efforts. - Employee Engagement Initiatives: Administer employee engagement and recognition programs, gather employee feedback, and partner with management to support initiatives that enhance workplace culture and employee retention. - Performance Management & Goal Setting: - Performance Management Process Administration: Manage the administration of performance management programs, including goal-setting, review cycles, performance improvement plans, and related documentation, while serving as a resource for managers and employees regarding policies and procedures. - Performance Review Administration: Coordinate and execute annual evaluation cycle. Notify managers of schedule and process, track compliance, monitor evaluation deadlines, and review consistency across distinct departments. - Goal-Setting Process: Guide supervisors and staff through regular, formalized objective-mapping cycles, aligning performance goals and developmental goals with corporate benchmarks and broader commercial corporate strategic goals. - Compliance & Operations: - Handbook & Policy Updates: Review and modify the corporate employee handbook continuously. Ensure strict operational alignment with changes in federal, state, and city labor regulations in markets where we operate. - Benefits Administration: Oversee the administration of employee benefits programs, serving as the primary HR resource for benefits-related questions and coverage concerns. Provide guidance on benefit plan options and eligibility, support employees through qualifying life events, and partner with the HR Coordinator and benefits TPA to ensure accurate and timely enrollment and administration. - Other related duties as assigned We need to preserve all that. Requirements: Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field required. HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred. Experience: 5–7+ years of progressive HR experience, preferably within commercial contracting, union and non-union environments. Technical Proficiency: Familiarity administering HRIS platforms, and proficiency in Microsoft Office Suite. Compliance Knowledge: Strong grasp of legal standards, including NYS/NYC labor mandates, FMLA/PFL, and EEOC guidelines. We could also include "Schedule & Location: Ability to maintain a consistent onsite presence in NYC Monday through Friday, 7:30 AM to 4:30 PM." That's schedule. Benefits: Advantages of Working at E-J list: - Leading Electrical Contracting Organization Nationwide - Oldest Family-Owned and Operated Electric Contractor since 1899 - Job training and mentorship - Competitive compensation packages - Comprehensive benefits, including medical, dental, and 401K plan - Paid holidays and vacation - Merit-Based Bonus - Tuition Reimbursement Program Pay: Salary Range: $115,000 - $130,000/year Schedule: Ability to maintain a consistent onsite presence in NYC Monday through Friday, 7:30 AM to 4:30 PM. We should not repeat schedule in both Requirements and Schedule section; we can put schedule under Schedule section only. The "Schedule & Location" line appears under Requirements but we can treat it as schedule. Thus we need to avoid duplication. We'll create sections:About the role
... (combined company description and position summary)
Responsibilities
- ... each bullet as separate
- maybe with sub-bullets? We can keep as plain text inside
- . Use line breaks? We'll just put the whole bullet text. We need to preserve the sub-bullets like "Employee Relations: Serve as ..." We'll keep as one
- containing that sentence. Similarly for each. We'll need to include the headings like "Employee Relations & Lifecycle Management:" maybe as part of the
- text or we could make a nested
- but not required. We'll just include as plain text.
- Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field required. HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
- Experience: 5–7+ years of progressive HR experience, preferably within commercial contracting, union and non-union environments.
- Technical Proficiency: Familiarity administering HRIS platforms, and proficiency in Microsoft Office Suite.
- Compliance Knowledge: Strong grasp of legal standards, including NYS/NYC labor mandates, FMLA/PFL, and EEOC guidelines.
- Leading Electrical Contracting Organization Nationwide
- Oldest Family-Owned and Operated Electric Contractor since 1899
- Job training and mentorship
- Competitive compensation packages
- Comprehensive benefits, including medical, dental, and 401K plan
- Paid holidays and vacation
- Merit-Based Bonus
- Tuition Reimbursement Program
- Other related duties as assigned Also we omitted "Exit Interviews" etc. We have them. Check that we didn't miss any responsibility bullet: We have Employee Relations, Exit Interviews, Employee Engagement Initiatives, Performance Management Process Administration,
Requirements
Benefits
Pay
Salary Range: $115,000 - $130,000/year
Schedule
Ability to maintain a consistent onsite presence in NYC Monday through Friday, 7:30 AM to 4:30 PM.
We need to ensure we didn't include any boilerplate like EEO statement. We omitted. Check for duplicate content: We included HR certification in Requirements (Education bullet). That's fine. We omitted "Other related duties as assigned" maybe we should include as a responsibility bullet. Add at end of Responsibilities list: