Senior Human Resources Generalist

Senior Human Resources Generalist

The Senior Human Resources Generalist is responsible for assisting the Human Resources Manager (HRM) in support of business initiatives for the U.S. companies and operating divisions. The position establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The Senior HR Generalist serves as a coach and mentor for other positions in the department. Maintains an effective level of business literacy about the business unit's midrange plans, its culture, and its competition. In addition to enforcing company policies and practices.

Responsibilities

• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Maintains in-depth knowledge with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices ensuring regulatory compliance.
• Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Performs routine tasks required to administer and execute human resource programs.
• Assists international employees with expatriate assignments and related HR matters.
• Acts as point of contact for immigration needs, collaborating with HRM and/or immigration attorneys.
• Provides guidance and input on business unit restructuring, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs and assists HRM and Training & Development Manager with implementation.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
• Attends and participates in employee disciplinary meetings, terminations, and investigations.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in Human Resources, talent management, and employment law.
• Performs other related duties as assigned.

Competencies

• Education and Experience: Bachelor’s degree in business, Human Resources, or related field required and 4-6 years of related experience in a Human Resources Generalist or an equivalent combination of education and experience. Minimum of 4-6 years’ experience resolving complex employee relations issues. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred. At least 2-4 years’ experience with Immigration preferred. Two or more years of mentoring and guiding others preferred.
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and detail-oriented.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical, problem solving and critical thinking skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Proven ability to work independently as well as in a team.
• Thorough knowledge of employment-related laws and regulations.
• Proficiency with MS Office applications and/or the ability to quickly learn the organization’s HRIS and talent management systems.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• Travel domestically and internationally up to 10% of the time.
• Ability to obtain and maintain a valid driver license and passport.
• Ability to work a flexible work schedule required to support U.S. Site locations and foreign affiliates.