HR Generalist

Hr Generalist

The HR Generalist serves as a business partner to advise leaders on HR-related matters. The HR Generalist assists the HR Business Partner with all HR activities within an assigned territory, or functional area, related to proactive and reactive ER, change management, policy interpretation and guidance, legal compliance, HR training, investigations, compensation, data management and teammate engagement.

Duties & Responsibilities

Business Acumen and HR Service Delivery: Possess working knowledge of the business, the jobs within the assigned business units, and the cross-functional business acumen to support business leaders on people, actions, and decisions. Collaborate and partner with HR centers of excellence to deliver value-added service to management and teammates, and to integrate the HR service delivery model within the business. Advocate, champion, and align the HR function with the organization's purpose and values and serve as a leader and teammate resource and trusted advisor.

HR Business Partner Support: Assist with general teammate inquiries, such as compensation, payroll, and benefits questions. Provide feedback and input on policy and program roll-outs. Participate in engagement action planning in partnership with operational leadership, and facilitate positive teammates relations and development training.

Cultural Advocate: Embodies the organization's purpose and values. Conducts regular facility visits to engage with teammates and organize Share A Coke meetings to address teammate needs and concerns. The Generalist HRBP facilitates and schedules training and development programs to enhance teammates' skills and performance.

Employee Relations and Performance Management: Provide guidance on policy interpretation and compliance for both non-exempt and exempt teammates. Perform case management system maintenance and administration and assist with teammate investigations for both union and non-union teammates. Respond to teammate relations issues, such as harassment allegations, EEOC and NLRB complaints, and teammates' complaints and grievances.

Talent Management and Succession Planning: Analyze HR and business data to identify needs and forecast trends, and suggest solutions or plans for optimization. Recommend proactive plans that attract, retain, and grow highly engaged talent, and support the organization's culture and values.

Legal Compliance and Risk Mitigation: Partner with the legal department as needed and required and respond to teammates' complaints and grievances in a timely and effective manner. Analyze data to identify and address problematic trends. Support teammate relations issues, such as business unit restructures, and protect the organization's general liability interests.

Knowledge, Skills, & Abilities

Excellent written and verbal communication skills Ability to maintain a high level of confidentiality and integrity Effective interpersonal, partnering, consulting, and influencing skills Managerial courage to uphold purpose and values Multi-task oriented Self-directing, able to work with minimal supervision Strong organizational