Job Description

Position Summary

• The Human Resources Generalist serves as the 7face of HR8 for employees and management, providing consistent, high-quality support across employee relations, labor relations, recruiting, onboarding, compensation, benefits, compliance, engagement, and employee development. This role acts as an employee advocate, HR advisor, and culture builder while supporting the delivery of standard HR processes and talent activities for individual employees and managers.
• Reporting to the HR Manager and partnering closely with HR Business Partners, HR Programs, and specialist teams, the HR Generalist supports site-level HR execution and helps ensure HR policies, programs, and practices are delivered accurately, consistently, and in alignment with company values. Experienced or high-potential HR Generalists may own a client group and continue developing toward the HR Manager role.

Core Accountabilities

Site HR Ownership (Day-to-Day Execution)

• Serve as the primary HR point of contact and trusted advisor for employees and managers regarding HR policies, employment-related questions, employee relations, and people-related matters.
• Manage day-to-day HR activities, including routine and, at times, more complex employee relations matters, investigations, corrective action, discipline, performance management support, and follow-up, escalating high-risk matters as appropriate.
• Complete employee lifecycle activities by location, including onboarding, offboarding, job changes, compensation changes, hiring support, terminations, investigations, employment status updates, and related documentation.
• Prepare, obtain required approvals for, and maintain accurate employee records in the HRIS, including department transfers, salary changes, new hires, terminations, and related reporting in partnership with HRIS and payroll teams.
• Support time and attendance matters, leave administration, disability coordination, benefits-related questions, and the interactive process in partnership with benefits administrators and specialist teams.
• Facilitate and advise on recurring HR programs, including goal setting, performance reviews, talent planning, salary planning, employee development, engagement action planning, and other programmatic HR activities.
• Execute site and functional HR priorities, initiatives, compliance requirements, and training obligations for assigned client groups or locations.

Talent Acquisition & Workforce Support

• Partner with Talent Acquisition, HR Managers, and hiring managers to identify staffing needs, develop or update job descriptions, initiate postings, support interview processes, and help fill roles efficiently and consistently.
• Support recruiting execution, including job postings, interview coordination, background checks, candidate communications, and participation on interview panels as appropriate.
• Ensure a positive, compliant, and effective onboarding experience by working directly with new hires and coaching hiring managers on onboarding expectations.

Employee Experience, Engagement & Culture

• Serve as a visible HR presence and culture builder, developing trusted relationships with employees and leaders at all levels.
• Champion employee engagement, recognition, talent development, survey participation, action planning, and follow-up execution.
• Support local delivery of HR programs and initiatives led by HR Business Partners and HR Programs, including performance management cycles, change initiatives, engagement programs, and compensation-related processes.

Partnership & Collaboration

• Build and maintain strong relationships across the HR team, internal partner groups, client group leaders, and employees across field and home office locations.
• Conduct regular 1:1 meetings with key client group leaders at the Director and/or VP level, as appropriate, to understand business needs and provide HR guidance.
• Partner with HR Managers and HR Business Partners by providing site insights, data, and on-the-ground feedback to inform talent reviews, workforce planning, compensation processes, and business-unit initiatives.
• Run and analyze standard and ad hoc HRIS reports to support HR leadership, decision-making, and data integrity.

Qualifications

• Bilingual English/Spanish skills preferred
• 4 6 years of progressive Human Resources practitioner experience, preferably in a site-based, field HR, or operational HR role
• Bachelors degree requiredDemonstrated ability to handle highly confidential and sensitive information with discretion
• Strong employee relations, issue resolution, verbal, written, interpersonal, and presentation skills
• Demonstrated ability to work independently and collaboratively in a fast-paced, matrixed environment with minimal supervision
• Ability to be a change agent for key initiatives and work effectively with employees at all levels company-wideHigh-energy, creative, detail-oriented approach with strong analytical ability and follow-through
• Highly proficient in Microsoft Office applications; HRIS experience required, with Workday preferred

Physical Requirements/Work Environment

• Primary work environment is office- and site-based; certain production areas, wineries, warehouses, and vineyards may be cold, wet, slippery, or noisy.
• Approximately 20% travel may be required.
• Occasional lifting up to 25 pounds; additional site-based physical requirements may apply in winery, warehouse, vineyard, or office environments.
• Requires sitting, standing, walking, climbing stairs, operating a computer keyboard, using a telephone and other office equipment, reading, talking, and hearing for extended periods of time.

Location

Additional Locations

Job Type

Job Area

The salary range for this role is:

This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. Our compensation is based on cost of labor. For remote locations or positions open to multiple locations, the pay range may reflect several US geographic markets, including the lowest geographic market minimum to the highest geographic market maximum. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employees pay position within the salary range will be based on several factors including, but not limited to, the prevailing minimum wage for the location, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs. At Constellation Brands, it is not typical for an individual to be hired at the high end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate. We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and any other benefits to eligible employees.

Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Companys sole discretion unless and until paid and may be modified at the Companys sole discretion, consistent with the law.