Human Resources Generalist

Overview

Avanath is proud to be named one of the top property management companies to provide affordable housing for the workforce.

Cultivating the American Dream is the purpose that binds the Avanath team. At Avanath, every day is an opportunity to make a difference in someone's life. Whether it is helping residents call one of our communities home, providing excellence in customer service, or championing our workforce, we are committed to creating an unforgettable experience as a great place to live, work, and be.

The Role

The HR Generalist is a strategic and hands-on partner to business unit leaders, aligning people strategies with business goals while ensuring legal compliance and a high-quality employee experience. This role balances strategic workforce planning and organizational effectiveness with deeper, day-to-day involvement in employee relations, investigations, coaching, and policy application.

Qualifications

• Bachelor’s degree in HR, Business, Psychology, or related field (or equivalent experience).
• 5+ years of progressive HR experience with significant hands-on employee relations, training, and workplace investigations or mediations.
• Demonstrated knowledge of employment law and compliance (EEO, ADA/ADAAA, FMLA/CFRA, FLSA, anti-harassment/retaliation, wage & hour, etc.).
• Proven experience coaching managers, leading performance processes, and driving impactful organizational change initiatives.
• Demonstrated skill in applying insights, thorough documentation, and structured case management to resolve complex employee matters and support sound HR decisions.
• Excellent communication, facilitation, and influence skills; ability to navigate ambiguity and maintain confidentiality.
• Experience providing HR support to multi-state operations and navigating both unionized and non-union settings.
• Previous experience with ADP (HRIS) and Greenhouse (ATS) is highly desired.

Key Accountabilities

• Strategic Partnership & Workforce Planning
  • Translate business objectives into people's plans covering org design, capability building, succession, and headcount planning.
  • Use talent analytics and labor market insights to inform decisions on hiring, retention, and mobility.
• Employee Relations, Investigations & Compliance
  • Lead and resolve complex employee relations matters (performance, conduct, accommodations, complaints), ensuring fair, consistent, and timely outcomes.
  • Conduct impartial investigations (intake, plan, interviews, documentation, findings, recommendations); maintain confidentiality and chain of custody.
  • Ensure compliance with federal, state, and local laws and company policy (e.g., EEO, FMLA/CFRA, ADA/ADAAA, wage/hour, anti-harassment/retaliation, pay transparency).
  • Partner with Legal/Compliance on risk mitigation, corrective actions, and documentation standards.
• Coaching, Counseling & Performance Enablement
  • Coach leaders on managerial effectiveness, feedback, and accountability; guide performance improvement plans and corrective actions.
  • Advise employees on conflict resolution, career development, and policy interpretation with a focus on early resolution.
• Talent Management & Development
  • Drive talent reviews, succession planning, and high potential development; identify skill gaps and build action plans.
  • Collaborate with Learning and Development to create and implement targeted training initiatives that strengthen leadership capabilities, employee relations skills, and workplace culture.
• Change Management & Organization Effectiveness
  • Lead change plans (stakeholder analysis, comms, training, adoption) for org restructures, integrations, and process changes.
  • Facilitate team health diagnostics and action planning to improve engagement, trust, and inclusion.
• Total Rewards & HR Operations
  • Advise compensation, job architecture, and pay equity; support annual merit/bonus cycles and promotion governance.
  • Partner with HR Operations on HRIS data integrity, audits, and process efficiency; ensure accurate documentation (job descriptions, status changes).
• Culture, Wellbeing & Inclusion
  • Champion inclusive practices in hiring, development, and performance; collaborate with DEI partners and ERGs on measurable outcomes.
  • Promote ethical practice, psychological safety, and well-being resources.
• Data, Insights & Reporting
  • Track and analyze people metrics (turnover, retention, ER caseloads, time‑to‑resoluti