Senior HR Generalist

ESSENTIAL FUNCTIONS

·       Support Strategic HR Initiatives: Act as a key partner to the HR Manager in executing company-wide HR strategies, policies, and programs aligned with business goals in the retail construction services space.

·       Employee Relations & Engagement: Serve as a primary contact for employee relations issues, providing guidance, conflict resolution, and promoting a positive work environment across field and corporate teams.

·       Recruitment Oversight & Support: Provide direction and mentorship to the Recruiter Coordinator, assisting with sourcing strategies, candidate evaluation, and troubleshooting recruitment challenges for both field and corporate roles.

·       Onboarding & Offboarding: Manage and continuously improve onboarding and offboarding processes to ensure smooth and compliant experience for new hires and exiting employees.

·       Compliance & Recordkeeping: Ensure HR practices comply with federal, state, and local employment laws. Maintain accurate employee records, I-9s, and other documentation in accordance with company policy.

·       Benefits & Leave Administration: Support benefits enrollment, employee inquiries, and leave management (FMLA, ADA, etc.), working closely with third-party providers and internal stakeholders.

·       HR Reporting & Metrics: Prepare and analyze HR reports (e.g., turnover, headcount, recruitment metrics) to support data-driven decision-making and strategic planning.

·       Provide HR generalist support in employee relations, performance management, policy interpretation, and compliance

·       Collaborate with HR Manager and leadership on employee engagement, workforce planning, and organizational development.

·       Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices.

·       Handles HRIS (UKG) troubleshooting.  Support and build an improved platform when necessary.

·       Maintains knowledge of trends, best practices, regulatory changes, and new technology in human resources, benefits, and compliance.

·       Assists in performing plan audits including 401K audits, etcetc. Perform analysis on the data. Prepare presentations.

*** This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required for this job, but more of a general nature. Employees may be asked to perform duties not listed as required by business needs. Duties, responsibilities and activities may change at any time with or without notice***

 

WORKING ENVIRONMENT

 

The work environment is consistent with a professional office setting. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Office environment with moderate noise from equipment and pedestrian traffic.
• Occasional extended hours may be required during peak hiring periods, special projects or events.
• May involve moderate travel for recruitment events, job fairs.

 

COMPETENCIES

·       Excellent organizational skills and attention to detail.

·       Build partnerships with hiring managers and leadership to understand workforce needs.

·       Strong communication skills; written and verbal.

·       Excellent time management skills with a proven ability to meet deadlines. 

·       Strong analytical and problem-solving skills. 

·       Ability to prioritize tasks and to delegate them when appropriate. 

·       Ability to act with integrity, professionalism, and confidentiality. 

·       Thorough knowledge of benefits and employment-related laws and regulations. 

·       Proficient with Microsoft Office Suite or related software. 

·       Proficiency with or the ability to quickly learn the organization’s HRIS system. 

·       Knowledge of all pertinent federal and state regulations, filing and compliance requirements, both adopted and pending, affecting employee benefits programs, including the ACA, ERISA, COBRA, FMLA, ADA, and DOL requirements. 

·       Effective planning and priority setting. Ability to manage several complex projects simultaneously while working under pressure to meet deadlines. 

·       Promote and can recognize and respect cultural differences within the organization.

SUPERVISORY RESPONSIBILITIES

·       Offer direct supervision to one member of HR department, which includes coaching, HR guidance and mentoring within the scope of TA and HR.

DIRECT REPORTS

·       Yes

QUALIFICATIONS

REQUIRED EXPERIENCE