We are seeking an experienced Senior Human Resources Generalist to join our HR team. The Senior Human Resources Generalist is a customer-facing role supported by internal HR centers of excellence, including HR Shared Services, Compensation & Benefits and Talent Acquisition.

This frontline role will be responsible for fostering positive relationships between employees and management, while handling a high volume of complex employee concerns and grievances and ensuring compliance with labor laws and regulations. The ideal candidate should have a strong background in employee relations, excellent communication and problem-solving skills, and proven record of using analytics to inform decision-making.

**Qualifications:**

Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree or HR certification is a plus).
At least 7 years of experience in Human Resources, with at least 5 years in an HR Generalist or Employee Relations role.
Proven track record of working in fast-paced environments, preferably in industries known for rapid changes and high demands.
Ability to thrive in a fast-paced, challenging and ever-changing environment.
Demonstrated capacity to handle high-stress situations with composure and resilience.
Exceptional written and verbal communication skills.
The capability to convey complex HR information clearly and concisely.
Strong analytical and problem-solving abilities to address challenges swiftly.
Creative thinking to develop innovative HR solutions in a fast-paced setting.
Proven ability to manage multiple tasks and priorities simultaneously.
Effective time management skills to meet deadlines in a high-pressure environment.
Comprehensive knowledge of employment laws, regulations, and HR best practices.
Experience in recruitment, employee relations, leave of absence administration, and talent management.
Proficiency in HRIS (Human Resources Information System) software, preferably Workday and Microsoft Office Suite.
Familiarity with HR tech tools that can streamline HR processes and improve efficiency.
Strong collaborative skills to work effectively with cross-functional teams.
Willingness to pitch in and support colleagues during peak periods.
Meticulous attention to detail to ensure accuracy in HR records, compliance, and documentation.
A commitment to maintaining the highest standards of data integrity.
High ethical standards and the ability to handle sensitive and confidential information with utmost discretion.
A focus on providing excellent service to both internal and external stakeholders.
The ability to balance the needs of employees with the interests of the organization.
Demonstrated potential for future leadership roles within the HR department or the organization as a whole.
A commitment to staying updated on HR trends, emerging technologies, and industry developments.
Alignment with the company's values and a passion for contributing to its success.

**Primary Responsibilities:**

Act as a trusted advisor and point of contact for employees and management for all employee relations and workplace matters.
Conduct investigations into employee complaints and grievances, ensuring a fair and consistent approach.
Develop and implement employee relations strategies and programs to enhance the work environment and employee engagement.
Develop, update, and communicate HR policies and procedures, ensuring they are applied consistently and fairly across the company.
Develop and continuously identify opportunities to improve HR processes.
Ensure compliance with local, state, and federal labor laws and regulations.
Stay informed and up to date about changes in employment laws and make necessary policy adjustments.
Mediate conflicts and disputes between employees or between employees and management.
Implement conflict resolution strategies to maintain a harmonious workplace.
Provide guidance to managers on handling employee performance, conduct issues, corrective action, performance improvement plans and terminations, ensuring they are carried out fairly and in compliance with company policies and laws.
Provide guidance for complex leave of absence cases and accommodations consistent with local, state, and federal regulations.
Serve as the initial point of contact for vendor, manager, and/or employee escalations related to leave of absence management working toward resolving disputes in compliance with applicable regulations and company policies and procedures.
Actively participate in the interactive process with employees to obtain pertinent information, determine applicable policies and procedures to the issue at hand, recommend an action plan and provide follow-up as necessary.
Ensure workers' compensation program is managed in accordance with applicable OSHA and workers' compensation laws. Communicate and coordinate with a variety of internal and external sources to achieve timely return to work dates and prompt resolution of the claims.
Collaborate with other HR professionals and centers of excellence to support rollout and adoption of employee engagement initiatives, including but not limited to, employee recognition, learning & development and diversity, equity and inclusion programs.
Based on learning needs, develop, coordinate and deliver Human Resources related training and informational sessions. This includes delivering monthly HR updates to key business leaders.
Generate HR data and feedback reports as needed, and review HR analytics on a regular and consistent basis to help identify and proactively address any trends or insights impacting the workforce (i.e. trends in turnover, internal mobility, complaints).
Partner with Talent Acquisition to ensure practices and processes are compliant with company policies and practices.
Conduct interviews and make hiring recommendations for management level positions and above.
Support the new hire onboarding and induction process by facilitating new hire orientation and new leader induction sessions.
Support the annual performance appraisal process, ensuring managers and employees understand requirements and the value of performance feedback, goal-setting and employee development/improvement.
Assist in career development and succession planning initiatives, including the facilitation of talent review sessions, identifying internal talent for open positions and understanding talent needs.
Maintain accurate employee records and HR databases.
Assist in the initial development and continuous review and update of job descriptions.
Assist in the rollout and adoption of compensation & benefits initiatives, including but not limited to, the annual incentive program (AIP), annual merit cycle, open enrollment.
Assist in the rollout and adoption of Learning & Development programs and initiatives, including but not limited to, annual compulsory training and development training.
Conduct exit interviews and support the offboarding process, as needed.
Utilize HRIS (Human Resources Information System) software for HR-related tasks – onboarding, job changes, benefits enrollment, performance reviews, offboarding.
Utilize internal workflow management tool to track and manage workload/tasks and communicate with internal customers.
Partner with Regional Head of HR to develop HR initiatives and strategies based on business objectives and workplace/employee trends.

Average Compensation: $110,204

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