The HR Generalist partners with the HR Business Partner team and business leaders to deliver HR support across the employee lifecycle — advising managers on employee relations, performance management, and policy interpretation, and supporting workforce planning, talent development, and engagement initiatives. The role also owns, in partnership with other HR Generalists, the operational backbone of the HRBP team: managing shared mailbox intake, maintaining accurate HR data, producing executive-ready reporting, and identifying opportunities to reduce manual work through improved workflows, documentation, and automation.
KEY RESPONSIBILITIES:
Following is a summary of the essential functions for this job. Other duties may be performed, both major and minor, which are not mentioned below. Specific activities may change from time to time. Partner with HR Business Partners and business leaders to execute HR strategies, programs, and day-to-day activities that support business and employee needs. Advise and support managers on employee relations, performance management, corrective action, and HR policy interpretation, escalating complex matters to HR leadership as appropriate. Support workforce planning, talent acquisition, internal mobility, talent development, employee engagement, and exit feedback efforts, including conducting exit interviews as appropriate. Support annual performance management and year-end compensation cycles through coordination, tracking, reporting, communications, and manager support. Process and support HR transactions in Workday, ensuring accuracy, timely completion, and appropriate follow-up. Manage shared HR mailboxes, including triaging, routing, tracking, and resolving teammate inquiries within established service expectations. Develop and maintain HR processes, response templates, escalation procedures, and tracking tools to improve consistency, efficiency, and accountability. Compile, validate, analyze, and summarize HR and workforce data to support business decisions and identify organizational trends and opportunities. Coordinate with HR Centers of Excellence on compensation, benefits, training, and other HR programs and initiatives. Support HR projects and operational priorities by preparing reports and presentations, gathering data, tracking action items, documenting processes, and coordinating deliverables. Identify and implement opportunities to streamline HR processes, reduce manual work, improve reporting, and make better use of HR technology and automation. Ensure HR activities comply with applicable employment laws, company policies, and established procedures while maintaining confidentiality and sound judgment when handling sensitive information. Provide administrative and operational support to HR Business Partner leadership and the broader HRBP team as needed.
EDUCATION AND EXPERIENCE:
The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent education and related experience.3-5 years of professional HR experience with exposure to multiple HR disciplines. FUNCTIONAL SKILLSEmployee relations and conflict resolution. Knowledge of employment laws and HR compliance. Strong communication skills and consulting skills. Experience using HR systems, shared mailboxes, workflow tools, reporting platforms, or automation tools; Workday experience preferred. Excellent organization, follow-through, and prioritization skills, with the ability to manage high-volume intake channels and time-sensitive reporting requests. Strong written communication skills, attention to detail, discretion, and the ability to partner effectively across HR, HRIS, business leaders, and Centers of Excellence. Strong proficiency in Microsoft Excel and PowerPoint and comfort developing reports, trackers, charts, summaries, and executive-ready data outputs.
