Senior HR Generalist

Job Description:

JOB OVERVIEW

The Senior Human Resources Generalist serves as a trusted, credible partner and advisor to our departmental leaders. Primary responsibilities are focused on supporting managers with various employee-related issues which require experience with conducting internal investigations and assisting employees with various human resources issues. The Senior Human Resources Generalist must have experience dealing with complex and confidential HR-related issues and must have a solid understanding of FMLA, FLSA, AAP, and other various employment related regulations.

This position plays a critical role in managing all people-related aspects that align with employee relations and investigations of employee matters. In addition, this role will help support performance coaching and management, proactive issue/problem identification and resolution, training and development of our employees and leaders, the cycle of our employees, including but not limited to the recruitment and retention of critical talent., as well as the onboarding and offboarding process.

KEY RESPONSIBILITIES - ESSENTIAL FUNCTIONS

• Employee Relations: Serve as the frontline contact for ER issues and questions for department managers and employees. Log and document complaints, monitor sensitive issues, and consult with HR team members on escalated issues. Expedite when necessary and document corrective actions. Develop an annual schedule of ER activities to support proactive employee relations work and a positive work culture.  

• Conduct employee investigations to ensure compliance with company policies, procedures and applicable laws. Ensure company culture is maintained and reinforces cultural values when dealing with corrective action. 

• Resolution and Problem-Solving: Coordinate with HR Team members on resolutions for identified problems within HR and Wheels. Recommend resolutions to ensure employee advocacy and operational business needs.  Present solutions and recommendations with data and investigative information. 

• Provide guidance and solutions to management and employees on human resources issues, employment law, and develop new programs and initiatives to meet the needs of the organization.  

• Anticipate and plan for long-term human resource needs and trends in partnership with business and HR leadership. 

• Effectively communicate and execute necessary changes to policies and procedures. 

• Perform advanced employee relations functions including support and counseling regarding personnel and job- related conflicts, problem solving and dispute resolution, managing employee performance issues, review and assessment of termination requests; conduct exit interviews. 

• Conduct employee and leader training including benefits, policies and procedures and prevention of harassment and discrimination. 

• Partners with the Learning and Development function to build comprehensive leadership development and talent management programs. Partners with Total Rewards on any job change or employee relocation requests, i.e., moving to another state.

• Partner with the Talent Acquisition team to identify and assess talent to fill difficult positions, generate ideas, leverage resources, and share information that creates an effective search process.  Utilize creative means and best practices to research, source, attract, and contact possible candidates to develop a diverse pool of qualified candidates. 

• Implement and administer effective programs spanning the breadth of the HR function, with focus on talent and performance management, change management, employee relations, recruiting, total rewards, EEO, and training & development. 

• Coach managers and employees on various employee matters, including new hire orientation, training, performance-related issues, exit interviews, etc. 

• Model the desired culture and philosophies of the organization. Work effectively as a team member with other members of management and HR staff. 

• Build exceptional relationships with hiring managers of all organizational levels to review and understand the functions and qualifications for specific job requisitions. 

• Support New Employee Orientations as needed; conduct exit interviews, and, recommend improvements based on feedback received from employees. 

• Assist with training initiatives as needed, including performance management planning, harassment prevention, team building and other programs.   

• Provide backup duties for the various functions within the HR Team (i.e., recruitment, benefit and compensation, and HR operations support)

• Work on special projects as needed.