Senior Human Resources Generalist

Current staff, faculty/adjunct at Herzing University: log into UKG and navigate to Menu > Myself > ​My Company >​ View Opportunities to apply using the internal application process.  

The Senior Human Resources Generalist serves as a primary resource for employee relations and employment compliance while acting as a point of escalation, backup, and stabilization within HR Services. This role applies integrated HR judgment across employee relations, investigations, compliance, and records while supporting operational continuity in a multi‑state, high‑growth environment.  

In addition to managing complex employee relations matters, this role provides guidance and support to the rest of the HR team and collaborative support to the Human Resources Coordinator/generalist roles when issues require additional judgment, sensitivity, or risk assessment. The role may also provide targeted, capacity‑based operational support on select HR initiatives, ensuring employee relations and compliance priorities remain protected. 

REQUIREMENTS: 

• Bachelor’s degree in Human Resources, Business Administration, or related field required. 
• 5–8+ years of progressive HR experience, with a focus on employee relations and compliance.  
• Experience supporting a multi-state workforce strongly preferred. 
• Demonstrated experience conducting workplace investigations and advising leaders on complex employee relation matters. 
• HR certification (e.g., SHRM-CP/SCP, PHR/SPHR) preferred.

Compensation is determined based on the qualifications, experience, and circumstances of each hire. It is uncommon for new employees to start near the top of the salary range. We offer a comprehensive benefits package, including a tuition waiver and reimbursement program, health insurance, paid time off, and a retirement savings plan. The salary range for this position is $83,300 to $112,700.   

RESPONSIBILITIES:  

• Serve as a primary employee relations resource, managing complex performance, conduct, workplace concerns, and complaints. 
• Conduct and oversee investigations, ensuring timely, consistent, and well-documented outcomes. 
• Coach leaders on employee relations issues, corrective action, and fair, effective people management practices. 
• Apply consistent standards across cases while accounting for state-specific requirements and organizational context. 
• Partner with the Director on escalated, high-risk, or sensitive matters; step into cases midstream as needed for coverage. 
• Apply employment law and compliance considerations across employee relations activities in a multi-state environment. 
• Own compliance for an assigned portfolio of states, including monitoring legal developments, identifying notice/posting/training requirements, and coordinating compliance workflows. 
• Draft or review state-specific policy language in partnership with the Director. 
• Manage background check reviews, pre-adverse action processes, and employee records requests end-to-end, ensuring timely, accurate, and compliant responses in coordination with HR support staff. 
• Serve as an escalation point for HR Services staff on matters requiring additional judgment, sensitivity, or ER/compliance review. 
• Provide guidance on complex onboarding, offboarding, and lifecycle issues involving risk, leader behavior, or compliance concerns. 
• Provide backup support to HR Services/Operations and rest of HR Team during high volume or absences; partner with the Director on response strategies for escalated issues. 
• Provide targeted support on HR initiatives and projects where ER/compliance expertise is needed, offering subject matter guida