Sr. Human Resources Generalist

Casey Family Programs is the nation’s largest operating foundation focused on safely reducing the need for foster care and building Communities of Hope for children and families across America. Founded in 1966, we work in all 50 states, the District of Columbia, two territories, and tribal nations to influence long-lasting improvements to the safety and success of children, families, and communities.

About the role

The Senior Human Resources Generalist provides strategic, technical, and tactical support for a wide range of human resource functions. This role builds and maintains relationships across the organization while advising staff on HR issues, policies, procedures, and programs. The HR Generalist plays a key role in organizational success by offering guidance on employee relations, terminations, performance management, HR program management, and best practices, facilitating positive relationships across the organization.

Responsibilities

• Assist in the development, planning, and implementation of employee relations policies and procedures.
• Serve as the first trusted point of contact for employees to voice concerns, provide conflict resolution coaching, and mediate conflict resolution discussions.
• Work with staff and managers on performance management issues and improvement plans.
• Assess employee complaints and determine whether the matter requires employee relations facilitation or an investigation; recommend corrective action when applicable.
• Plan and conduct thorough, impartial investigations into employee complaints, including allegations of harassment, discrimination, misconduct, and policy violations. Gather and analyze evidence, interview witnesses, and prepare investigative reports tailored to the situation. Ensure investigations are conducted in a timely, professional manner following Casey policies and legal guidance.
• Manage and maintain employee relations and active investigation files. Update and maintain accurate tracking and intake forms; ensure all documentation is filed and organized. Close out and transfer necessary paperwork to personnel files.
• Ensure implementation and application of policies, procedures, and programs relating to performance management, recruiting, employee relations, compensation and benefits, employee development and training, and HR information systems management.
• Monitor legal updates, advisory notices, and other state/federal legal updates. Support activities and projects to ensure organizational legal compliance.
• Partner with the Total Rewards Manager to manage complex employee issues, such as complicated leave and accommodation requests and overlapping leave programs (FMLA, short/long-term disability, parental leave, and state paid leave) to ensure pay coordination and compliance.
• Audit the Total Rewards Manager to review merit calculations, ensuring merit falls within guidelines, and review total rewards statements for accuracy.
• Analyze HR metrics (e.g., turnover trends, exit survey data, engagement scores) to identify organizational opportunities and propose strategic solutions to leadership.
• Proactively support the delivery of HR processes and manage assigned HR projects and programs, including organization-wide Conflict of Interest disclosure management.
• Partner with Organizational Development to identify training needs, develop, and conduct training programs for management and staff. Conduct workshops to facilitate development of management skills and communication of company policies and practices.
• Manage the annual performance review process, including drafting communications, process setup, and ensuring all systems are in place to support an effective and streamlined review process. Guide managers and employees through the process, manage escalated questions and disputes.
• Assist recruitment with sourcing, screening, and interviewing candidates.
• Conduct exit interviews and analyze feedback to establish departure trends and elevate to leadership.
• Complete annual reports such as EEO-1 and CA Pay Data Report. Create and prepare monthly, quarterly, and annual reports as well as special reports as requested.
• Perform other duties as assigned, including special projects, task forces, and committees.

Qualifications

• Bachelor’s degree required. PHR, SPHR, or other HR designation preferred.
• Minimum of 5 years in a Human Resources Generalist or Human Resources Business Partner role; experience must include Employee Relations: performance management, investigations, reporting, manager and employee coaching, etc.
• Experience designing and implementing human resource programs, facilitating groups, and delivering training presentations.
• Other HR disciplines such as Recruiting, Benefits Administration, and Compensation are preferred but not required.
• Excellent analytical, systems thinking, written and verbal communication skills; ability to work effectively in a team environment; customer service orientation; and cross-cultural competence.
• Ability to perform effectively in a high-pressure work environment, manage stress, and practice self-care.
• Ability to work onsite full-time to meet collaborative responsibilities; regular and reliable attendance is required.
• Physical requirements include the ability to lift and reach for light objects; ability to type and work at a computer for extended periods as a primary job function.
• Ability to protect the confidentiality of sensitive information by learning and following all relevant policies and protocols and using sound judgment in handling and sharing that information.
• Local travel as well as occasional out-of-town travel may be required. Driving on Casey business may require use of a personal vehicle; adherence to vehicle safety guidelines and qualification for insurance is required.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Pay

The typical hiring range for this position in Seattle, WA is $86,190 to $101,400. The full salary range for the role is $86,190 to $116,610. Actual placement in the range will depend on a candidate’s job-related skills, experience, and expertise, as evaluated during the interview process.

Benefits

• Comprehensive medical, dental, and vision coverage.
• 12 days of annual leave and 12 days of sick leave.
• 10 paid holidays per year, plus one personal holiday each calendar year.
• Up to eight weeks of parental leave for the birth or placement of a child for adoption or foster care (eligibility based on tenure).
• After 10 years of continuous, full-time employment, employees in good standing are eligible for a three-month paid sabbatical.
• Opportunities for continued learning, training, and development.