HR Generalist

The HR Generalist serves as a trusted partner to leaders and employees, supporting business objectives through effective human resources practices. This role is responsible for employee relations, performance management, talent acquisition support, compliance, employee engagement, workforce planning, and HR program execution. The successful candidate demonstrates sound judgment, strong communication skills, business acumen, and the ability to influence outcomes while maintaining confidentiality and professionalism. Key Responsibilities: Employee Relations & Coaching Serve as the primary HR advisor to managers and employees on workplace issues, policies, and employment practices. Conduct workplace investigations and recommend appropriate resolutions. Provide coaching and guidance on performance management, conflict resolution, and employee development. Support disciplinary actions and ensure consistency and fairness in decision-making. Foster a positive employee relations climate through proactive engagement and problem-solving. Talent Management Partner with leaders on workforce planning, succession planning, and organizational effectiveness. Support recruiting efforts, onboarding, and retention initiatives. Assist managers in identifying development opportunities for employees. Promote and support diversity, equity, inclusion, and belonging initiatives. Performance & Employee Development Guide leaders through performance management processes. Support goal-setting, performance reviews, and development planning. Assist in identifying training needs and coordinating learning opportunities. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws. Maintain accurate employee records and HR documentation. Interpret and communicate company policies and procedures. Partner with leadership to mitigate legal and employee relations risks. HR Analytics & Business Partnership Analyze workforce trends and HR metrics to identify opportunities and risks. Partner with department leaders to align HR strategies with business objectives. Support organizational change initiatives and communication efforts. Utilize data-driven decision-making to improve employee and business outcomes. Employee Engagement Lead or support employee engagement initiatives and action planning. Facilitate employee recognition and retention programs. Drive initiatives that strengthen culture, communication, and employee experience.