Sr. Human Resources Generalist

Job Summary:

The Senior Human Resources Generalist is responsible for providing strategic, technical and tactical support for a wide range of human resource functions. The HR Generalist builds and maintains relationships throughout the organization while advising staff on all issues, policies, procedures, and programs in Human Resources. The HR Generalist will play a key role in organizational success by offering support and guidance on employee relations, terminations, performance management, HR program management and best practices while facilitating positive relationships across the organization. The HR Generalist provides a high level of customer support, which is expected from the Human Resources / Organizational Development team.

Essential Responsibilities:

• Assist in the development, planning, and implementation of employee relations policies and procedures. Serves as first trusted point of contact for employees to voice concerns and provide conflict resolution coaching and mediate conflict resolution discussions. Works with staff and managers on performance management issues and improvement plans.
• Assess employee complaints and determine whether matter requires employees relations facilitation or requires an investigation. Recommend necessary corrective action when applicable.
• Plan and conduct thorough and 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 specific situation. Ensure investigations are conducted in a timely and 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 any 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 organization is legally compliant.
• Partner with 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 Total Rewards Manager to review merit calculations ensuring merit falls within the guidelines and total rewards statements for accuracy.
• Analyzes 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. Conducts workshops to facilitate development of management skills and communication of company policies and practices.
• Manage annual performance review process, including drafting communications, process setup, and ensuring all systems are in place to support an effective and streamlined review process. Guides managers and employees through the annual performance review 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.
• 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 are required.
• Ability to perform effectively in a high pressure work environment. Ability to manage stress and self-care.
• Ability to work onsite full-time to meet the collaborative responsibilities that are essential for position. 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 of time 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 the handling and sharing of that information.
• Local travel as well as occasional out-of-town travel may be required. Driving on Casey business may require use of 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.

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. As a mission-driven organization, Casey strives to balance competitive pay with our mission. Actual placement in the range will depend on a candidate's job-related skills, experience, and expertise, as evaluated during the interview process.

Casey Family Programs offers comprehensive benefits including medical, dental and vision coverage, accrual of 12 days of annual leave, 12 days of sick leave,10 paid holidays per year, and each employee receives one personal holiday to use each calendar year. Employees that meet certain tenure qualifiers are eligible for up to eight weeks of parental leave for the birth or placement of a child for adoption or foster care. After the completion of 10 years of continuous, full-time regular employment, employees in good standing are permitted for a three-month sabbatical with pay. CFP also offers many opportunities for continued learning, training, and development.

This position will remain open until the needs are met and is subject to closure at any time without notice. It is to your advantage to file your application early as you will not be able to apply once the position has closed.