HR Generalist

Position Summary

Responsible for providing advanced-level generalist duties and resolving highly complex matters. Demonstrates fully proficient knowledge of principles, practices and procedures in two or more functional areas such as recruitment, employee and/or labor relations, compensation and benefits, organizational development and training.

Facilitates a collaborative environment and implements appropriate change management initiatives.

As unique situations present themselves, the incumbent must be sensitive to business needs, employee goodwill, and the public image.

Provides strategic HR consultation to optimize people, structure, process and culture, with the goal of achieving business results.

Understands the facility organizational structure as well as knowledge of federal and location/country/region laws and labor practices.

Provide training/coaching for less experienced HR staff.

Scope of position will include a wide range of difficult and complex problems.

Work is assigned in terms of objectives.

Review of work results is based on objectives at predetermined milestones.

Key Roles & Responsibilities

Primary responsibility for planning, administration and delivery of programs in two or more areas of HR.

Develops business partnership relationship with management and employees through expert consultative council and support of the HR function.

Creates environment to support the ongoing development of internal talent by identifying training needs, designing and conducting training programs and evaluating the effectiveness of these programs that support the organization’s need for developing the knowledge and capabilities of all internal talent.

Diagnoses organizational development needs, implements effective solutions, and builds effective teams.

Works and supports the company’s recruiting efforts to retain the best talent resulting in net talent.

Delivers employee relations counseling, new employee orientations, outplacement counseling, and exit interviews.

Leads salary administration, benefits projects, special group projects and other generalist duties as required.

Recommends, develops, communicates and implements new approaches, policies, practices, and procedures to effect continual improvements in efficiency of department, services performed and resolution of problems or issues by using judgment that is consistent with regulations or government law.

Primary responsibility for planning, administration and delivery of programs in two or more areas of HR.

Develops business partnership relationship with management and employees through expert consultative council and support of the HR function.

Creates environment to support the ongoing development of internal talent by identifying training needs, designing and conducting training programs and evaluating the effectiveness of these programs that support the organization’s need for developing the knowledge and capabilities of all internal talent.

Diagnoses organizational development needs, implements effective solutions, and builds effective teams.

Works and supports the company’s recruiting efforts to retain the best talent resulting in net talent.

Delivers employee relations counseling, new employee orientations, outplacement counseling, and exit interviews.

Leads salary administration, benefits projects, special group projects and other generalist duties as required.

Recommends, develops, communicates and implements new approaches, policies, practices, and procedures to effect continual improvements in efficiency of department, services performed and resolution of problems or issues by using judgment that is consistent with regulations or government law.

May lead employee activities/events at multiple locations.

Effectively communicates, establishes and maintains effective employee relations with all levels of management and employees across all divisions.

Provides support for the Product Leadership Culture.

Demonstrates advanced competency for trouble-shooting and problem solving, and advanced customer and vendor/partner interface skills.

Takes the initiative to take on challenging assignments and creates opportunity where none exists.

Will provide coaching to less experienced HR staff.

May manage facility Affirmative Action Plan, Dispute Resolution Program and hourly evaluations in conjunction with the American Management Association.

Research and analyze various difference types of data information.

Key Competencies

Creativity

Problem Solving

Interpersonal Savvy

Customer Focus

Functional/Technical Skills

Education & Experience

Bachelor’s Degree: Law, Labor relations or similar

8 plus years of related experience

High English Level

Knowledge of Milena, SPEC, Workday, etc. is valuable.

Master's degree or certification in HR valued

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