General Summary

The Human Resources Generalist serves as the first point of contact for managers and employees to provide advice, support, and interpretation on all employee relations issues, as well as human resource policies, procedures and practices. Through coaching and consultation with managers, the Human Resources Generalist helps to ensure a fair and consistent approach to the organization's policies and procedures, thus promoting a positive employee relations culture within the business while minimizing risks to the organization. Assists leaders on how to achieve operational and strategic objectives consistent with human resource objectives for the organization. Actively supports human resources departmental objectives by collaborating with other functional areas.

Principal Responsibilities and Tasks

The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. These are not to be construed as an exhaustive list of all job duties performed by personnel so classified.

• Supports the implementation of the system employee relations strategy, and provides a local perspective for implementing employee relations programs and initiatives. Partners with Human Resources Business Partners, COEs and HR Shared Services Center Specialists to implement integrated employee relations products and services. Ensures services delivered are value added, effective and consistent with both departmental and organizational business and strategic objectives.
• Responds effectively to employee relations queries and executes employee relations policies, procedures and guidelines within the region (including those for discipline, grievances and complaints, harassment or discrimination allegations and workplace violence situations). Provides consulting support and takes proactive steps to enhance the growth of a performance-based culture in areas of assigned responsibility. This includes but it not limited to, providing consultation on performance management issues, fostering a learning environment and influencing leadership on appropriate rewards and recognition for their staff.
• Acts as the first point of contact for leadership group and employees. Consults with clients on a wide spectrum of HR issues, including guidance on performance management, workforce engagement, total compensation, human resources development and employment. Provides consulting advice and direct service where appropriate on total compensation and other HR specialty issues. Provides counsel on employment law related concerns such as ADA, FMLA, FLSA, Title VII, etc.
• Partners with regional Human Resources Business Partners, COE and HR Shared Services Center Specialists to resolve complex employee relations issues, while ensuring adherence to employee relations corporate guidelines. Supports the Human Resources Business Partner, Human Resources Director, and Legal in conducting employee relations investigations and resolving employee relations cases.
• Assists the Human Resources Business Partner and Human Resources Director in the design, development and implementation of special projects and human resource initiatives and organizational development strategies, including organizational restructuring or redesign, strategic planning, change management, leadership development, conflict resolution, short and long-term recruitment strategies, workforce engagement issues, etc.
• Creates, develops and delivers employee relations-related messaging, learning materials and communications. Develops employee relations tools, templates and procedures. Analyzes the effectiveness of employee relations programs and initiatives and recommends appropriate updates.
• Generates employee relations reports and supports employee relations data analysis and audits. Analyzes and measures employee relations key performance indicators (KPI's). Adheres to employee relations compliance and reporting requirements.