Human Resources Generalist: Engagement and Performance

$62,400 - $65,000/Yr

Unclassified - New York, NY

Full-time - Mid Level

New York, NY

1,001-5,000 employees

About the position

Under the direction of the Human Resources Manager and/or Human Resources Director, the Human Resources Generalist plays a vital role in ensuring that human resources operations are effectively supported across assigned geographical regions or business functions, including affiliate agencies. This position is critical in fostering a positive work environment, enhancing employee engagement, and driving performance management initiatives. The HR Generalist is responsible for analyzing performance metrics related to staff interactions, systems, and policies, and recommending necessary changes or improvements. This role supports organization-wide HR initiatives and carries out responsibilities that align with best practices in employee relations, training, policy implementation, and compliance with employment laws. The HR Generalist develops and maintains effective working relationships with Regional Leadership and program staff, which necessitates regular travel throughout the region to engage with staff based on business needs. This engagement is essential for providing support on a variety of human resources-related matters and promoting a culture of inclusivity, respect, and collaboration. The HR Generalist is the first point of contact for employee issues or inquiries related to complaints or harassment allegations, working in consultation with the manager and escalating sensitive cases to the HR Manager and Director as needed. This role involves conducting thorough fact-finding investigations, including interviews and risk assessments, and preparing investigative reports that analyze data and record findings. In addition, the HR Generalist manages and tracks information related to employee performance management, including corrective and disciplinary actions, and follows up to ensure issues are resolved or escalated appropriately. The role supports managers in addressing performance concerns, advising them on best practices for resolving routine issues, and coaching them to facilitate productive discussions with employees. The HR Generalist also promotes the use of performance management practices such as Impact Discussions and On the Spot Coaching, while monitoring employee performance trends and recommending proactive measures to address any issues. The HR Generalist fields inquiries regarding policies, procedures, and HRIS processes from regional leadership, managers, and employees, directing more complex inquiries to the appropriate HR units. This position also plays a key role in ensuring compliance with federal, state, and local employment regulations, maintaining up-to-date knowledge of legal requirements, and participating in policy design and implementation. The HR Generalist collaborates with the Benefits Team to manage employee leaves of absence and oversees the employee accommodation process, ensuring that determinations are communicated effectively. Other HR-related duties may include recruitment, job description development, employee terminations, and exit interviews, as assigned.

Responsibilities

• Develop and maintain effective working relationships with Regional Leadership and program staff.
• Provide initial response to employee issues or inquiries relating to complaints or harassment allegations.
• Conduct prompt, thorough, and complex fact-finding investigations, including interviews and risk assessments.
• Prepare investigative reports, make recommendations, and analyze data.
• Manage, maintain, and track information and processes relating to employee performance management.
• Support managers in managing their teams through performance concerns and advise on best practices.
• Coach and develop managers to facilitate productive discussions with employees.
• Promote the use of Impact Discussions and On the Spot Coaching practices.
• Monitor and analyze employee performance trends and recommend proactive measures.
• Field inquiries regarding policies, procedures, and HRIS processes from regional leadership, managers, and employees.
• Resolve manager and employee issues by acting as a mediator and providing guidance on conflict resolution.
• Support compliance with federal, state, and local employment regulations.
• Participate in and support policy and procedure design and implementation.
• Collaborate with the Benefits Team to monitor and update employees on leaves of absence.
• Oversee and manage the employee accommodation process.
• Perform or assist with other HR-related duties as assigned.

Requirements

• Bachelor's degree in Human Resources or closely related discipline and at least two (2) years of human resources experience; or HS Diploma and at least five (5) years of human resources experience.
• Knowledge of multiple human resource disciplines, including payroll, employee and union relations, diversity, performance management, recruiting, and respective employment laws.
• Ability to travel regularly across assigned regions and to other locations as needed.
• Basic understanding of labor laws and regulations.
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Strong ability to handle sensitive information while upholding confidentiality.
• Curiosity and the ability to research and apply relevant laws and policies.
• Proficiency with HRIS and Microsoft Office Suite.

Nice-to-haves

• Bachelor's degree in human resources or closely related discipline.
• Five (5) or more years of HR experience in various functional areas.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP), PHR or SPHR credential.
• Knowledge of Workday HCM.

Benefits

• Competitive salary range of $62,400 - $65,000 per year based on qualifications and experience.
• Equal Opportunity Employer status, ensuring consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or veteran status.