Job Overview: The HR Generalist II (HRG-II) serves as a dynamic HR practitioner and partner to mid-level leaders across departments. This role is designed for a professional who thrives in a fast-paced, mission-driven environment and is ready to take ownership of key HR initiatives that drive organizational effectiveness.
Primary Functions:
- Employee Relations and Conflict Resolution
- Support employee relations matters with professionalism and consistency.
- Address workplace concerns and provide guidance on resolution strategies.
- Ensure fair and consistent application of HR policies across teams.
- Advise managers on performance improvement plans and disciplinary actions.
- Maintain confidentiality and documentation standards for all employee relations cases.
Coaching and Manager Development
- Support the development of mid-level managers to strengthen leadership capabilities and team effectiveness.
- Guide managers through employee development, feedback delivery, and accountability standards.
- Facilitate training sessions on HR best practices and management topics.
- Mentor managers on navigating difficult conversations and employee challenges.
- Change Management and Organizational Development
Contribute to organizational change efforts by supporting communication and transition planning.
Assist in role changes, restructuring, and process improvements.
Help teams adapt to new policies and organizational directions.
Provide feedback to leadership on change adoption and employee engagement.
HR Product Contribution and Process Improvement
- Lead or support HR projects that enhance employee experience and operational efficiency.
- Build and iterate HR tools, workflows, and dashboards aligned with strategic goals.
- Collaborate with HR Operations to improve processes and implement new solutions.
- Evaluate and recommend HR technologies that support data-driven decision-making.
- Share best practices and lessons learned across the HR team.
Partnership and Alignment
- Partner with departmental managers to align HR practices with operational goals and team dynamics.
- Translate business needs into actionable HR solutions that support performance and engagement.
- Participate in planning sessions to ensure HR considerations are embedded in departmental strategies.
- Monitor team-level metrics and provide HR insights to support continuous improvement.
- Experience Required
Knowledge, Skills, and Abilities:
- Education & Experience:
- Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field, with a minimum of 4 years of progressive HR experience.
- An equitable mix of education and experience will be considered.
HR Expertise:
- Strong working knowledge of employment laws, HR policies, and best practices across employee relations, performance management, and compliance.
- Employee Relations & Conflict Resolution:
- Demonstrated ability to manage sensitive and complex employee relations matters with professionalism, discretion, and consistency.
- Communication & Influence: Exceptional interpersonal and communication skills with the ability to build trust and credibility across all levels of the organization.
Coaching & Development:
- Proven ability to coach mid-level managers, support performance reviews, and facilitate leadership development.
Change Management & Organizational Development:
- Experience supporting change initiatives, including restructuring, role transitions, and process improvements.
Data Fluency & Systems:
- Proficiency in HRIS platforms (e.g., ADP), performance management systems, and data tools (e.g., Power BI, Vena) to inform decisions and track metrics.
Training & Facilitation:
- Experience designing and delivering training programs on HR topics, leadership, and compliance.
HR Product Development:
- Ability to contribute to the creation and refinement of HR tools, workflows, and resources that enhance employee experience and operational efficiency.
Ethics & Confidentiality:
- High level of integrity and discretion in handling confidential and sensitive information.
Sector Experience:
- Experience in nonprofit, education, or mission-driven organizations preferred.
Certifications:
- HR certification (e.g., SHRM-CP, PHR, or equivalent) strongly preferred.
