Human Resources Generalist

HUMAN RESOURCES GENERALIST 

JOB DESCRIPTION

Position Summary

The Human Resources Generalist is a developmental HR Business Partner role that provides practical, field-facing HR support across assigned locations while building the capabilities required for future regional HRBP responsibility. The position partners with leaders on team member relations, policy application, performance and attendance matters, workforce processes, and organizational needs. It also owns defined HR system administration and program responsibilities to strengthen data integrity, service consistency, and the team member experience across a growing, multi-location organization. 

Role Outcomes

• Provide responsive, consistent HR support to leaders and team members. 
• Resolve routine and moderately complex team member relations matters at the appropriate level, with sound escalation of higher-risk issues. 
• Maintain reliable HR system data, workflows, documentation, and reporting that leaders can use for decision-making. 
• Build business acumen, consulting skills, and regional ownership in preparation for progression into an HR Business Partner role. 
• Support a consistent team member experience through well-executed HR programs, internal events, recognition, and apparel administration. 

Key Responsibilities

• HR Partnership & Regional Support

• Serve as a primary HR contact for assigned leaders, locations, or business groups, responding to day-to-day questions and identifying when matters require escalation. 
• Build working knowledge of assigned operations, workforce needs, leadership priorities, and location-specific challenges. 
• Coach leaders on consistent application of company policies, documentation expectations, performance practices, and team member communication. 
• Participate in workforce discussions, talent reviews, turnover analysis, organizational changes, and local action planning with guidance from senior HR leadership. 
• Conduct regular touchpoints with assigned leaders and locations to identify concerns early and improve HR visibility and service. 

• Team Member Relations & Performance Support

• Manage routine and moderately complex team member relations matters, including intake, fact gathering, documentation, recommended next steps, and follow-through. 
• Support workplace investigations and independently lead matters appropriate to role scope, escalating significant legal, compliance, retaliation, harassment, discrimination, or leadership-risk concerns. 
• Guide leaders through attendance, conduct, performance improvement, corrective action, and policy interpretation using consistent and well-documented practices. 
• Track open matters, commitments, and outcomes; identify recurring themes and recommend preventive actions, manager education, or process improvements. 
• Partner with the Sr. HR Manager and Director of Human Resources on complex, sensitive, or high-risk matters. 

• Talent, Onboarding & Organizational Support

• Partner with Talent Acquisition, Training and Development, and operational leaders to support effective hiring, onboarding, integration, and retention within assigned groups. 
• Monitor new-hire experience and early turnover themes; coordinate or conduct check-ins and recommend improvements. 
• Support position and job description reviews, organizational changes, promotions, transfers, and other workforce actions within established approval processes. 
• Assist with manager education, HR communications, and rollout of new or updated people practices. 

• Compliance & HR Operational Excellence

• Maintain appropriate confidentiality and complete, accurate documentation in accordance with company policy and applicable requirements. 
• Support employment practices compliance, required postings and records, internal audits, and policy updates within assigned scope. 
• Identify process gaps, service risks, and opportunities to improve consistency, efficiency, and manager self-service. 
• Participate in HR projects and perform other related duties aligned with department priorities. 

Knowledge, Education & Experience:

• Bachelor's degree in Human Resources, Business, or a related field is preferred; equivalent relevant experience may be considered. 
• Three to five years of progressive human resources experience, including hands-on exposure to team member relations, HR operations, and HR systems. 
• Experience supporting multiple locations, field operations, or a geographically dispersed workforce is preferred. 
• Working knowledge of employment practices and the ability to recognize when legal, compliance, or employee-relations risk requires escalation. 
• Experience using an HRIS and producing reliable workforce reports; intermediate Microsoft Excel proficiency is preferred. 
• Professional HR certification, such as PHR or SHRM-CP, is preferred or may be pursued as part of development. 

Skills and Competencies:

• Sound judgment, discretion, and a high degree of confidentiality. 
• Professional credibility and the ability to build trust with leaders and team members at multiple levels. 
• Effective fact gathering, documentation, problem solving, and conflict navigation skills. 
• Clear written and verbal communication, with the ability to translate policy into practical guidance. 

• Strong organization, follow-through, and ability to manage competing priorities across locations. 
• Analytical mindset with attention to data quality, trends, and operational detail. 
• Learning agility, business curiosity, and readiness to develop toward broader HR Business Partner responsibility. 
• Valid state driver's license and a driving record that meets company requirements; ability to travel to assigned locations as business needs require. 

Physical Requirements

• 100% Office Setting, including sitting, some bending, some lifting, walking and viewing
• Opportunities for travel to other offices optional