HR Generalist

Description

SummaryThe HR Generalist partners with management and employees to support business objectives within designated units. This role develops and maintains strategic partnerships to deliver comprehensive HR services—including recruitment, onboarding, benefits, and employee relations—while maintaining a high level of business literacy regarding the organization’s strategic goals.

Essential Functions

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.

Employee Relations & Compliance

• Consultation: Provides HR guidance and policy interpretation to line management and employees.
• Conflict Resolution: Manages employee relations matters from intake to resolution, collaborating with HR leadership and Legal/Compliance as necessary.
• Investigations: Conducts thorough investigations into complex employee issues; gathers facts, analyzes relevant laws/practices, and recommends resolutions that protect the Company.
• Documentation: Maintains standardized investigative records, including notes, summaries, final reports, and disciplinary documentation.
• Regulatory Knowledge: Maintains in-depth knowledge of legal requirements (State, Federal, OSHA, HIPAA, ADA, FEHA, DOL) to reduce legal risk and ensure day-to-day regulatory compliance.

Performance & Talent Management

• Management Support: Provides daily guidance on performance management, including coaching, counseling, career development, and disciplinary actions.
• Culture Building: Works with management and staff to improve work relationships, build morale, and increase productivity and retention.
• Talent Acquisition: Executes the full recruitment lifecycle, including phone screens, in-person interviews, job fairs, reference checks, and background screenings.
• Onboarding: Facilitates new employee orientations and onboarding processes to ensure a seamless transition for new hires.

Administration & HR Operations

• Data Integrity: Performs HRIS data entry and maintains confidential personnel files in strict accordance with privacy standards.
• Reporting: Generates metrics, compiles data, and prepares reports on project progress or HRIS analytics as requested.
• Benefits Support: Assists with benefits administration and ensures compliance with related laws and regulations.
• Departmental Support: Provides general clerical support, including triaging messages, organizing work, and maintaining equipment/supplies.

Professional Expectations

• Communication: Keeps direct supervisors informed of work progress, timelines, and potential issues while consistently meeting commitments.
• Professionalism: Maintains a professional appearance and demeanor in alignment with Company policies.
• Continuous Learning: Stays current on organizational structure, personnel policies, and evolving employment laws.
• Other Duties: Performs additional tasks as assigned by management.

Requirements

Qualifications & Requirements

Education & Experience

• Required: Bachelor’s Degree in Human Resources, Business, or a related field.
• Experience: 8–10 years of experience as an HR Business Partner or in Employee Relations (or an equivalent combination of education and experience).
• Preferred: HR experience within the healthcare or ophthalmology industry.
• Certification: PHR or SPHR certification is highly desirable.

Technical Skills & Knowledge

• HR Expertise: Broad knowledge across HR disciplines, including compensation practices, organizational hierarchy, and administrative standards.
• Regulatory Proficiency: Ability to interpret and apply federal/state laws, guidelines, and company policies.
• Systems: Computer proficiency in Microsoft Office (Word, Excel); experience with ADP is a plus.
• Data-Driven: Ability to use data to inform decisions and maintain structured operational processes.

Core Competencies

• The Influencer: An active listener w