Human Resources Generalist: Engagement and Performance

Under the direction of the Human Resources Manager and / or Human Resources Director, the Human Resources Generalist works to ensure human resources operations are supported across their assigned geographical region(s) or business function(s), including affiliate agencies, playing a critical part in fostering a positive work environment, enhancing employee engagement, and driving performance management initiatives.

Responsible for analyzing performance (staff to staff; staff to systems; or staff to policies) and recommending changes / improvements.

Supports organization-wide HR initiatives and carries out responsibilities to support best practices in employee relations, training, policy implementation and employment law compliance.

Key / Essential Functions and Job Responsibilities :

Develops and maintains effective working relationships with Regional Leadership and program staff, which includes regular travel throughout region to engage staff, based on business needs to provide support with an array of human resources-related matters and promote a culture of inclusivity, respect and collaboration.

Provides initial response to employee issues or inquiries relating to complaints or harassment allegations in consultation with the manager, appropriately escalating sensitive / risky cases to the HR Manager and Director for assistance or handling.

Conducts prompt, thorough and complex fact-finding investigations, including interviews and risk assessments for assigned regions.

Prepares investigative reports, makes recommendations, analyzes data and records findings in consultation with the HR Manager and Director.

Manages, maintains and tracks information and processes relating to employee performance management, including employee corrective and disciplinary actions, fact-finding tracker and related data;

follows up to ensure issues are resolved, completed or closed-out or escalated accordingly.

Supports managers across assigned region(s) in managing their teams up or through performance concerns, advising managers using best practices to effectively and efficiently resolve routine performance issues.

Coaches and develops managers, supporting productive discussions with employees including providing effective performance feedback and appropriate documentation.

Guide managers to ensure performance goals are aligned strategically with business priorities and aids in the development of goal setting, identifying driver and learning styles.

Promotes the use of Impact Discussions, On the Spot Coaching and other practices / concepts.

Monitors and analyzes employee performance trends and recommends proactive measures to address issues.

Supports employees across assigned business units to promote a positive environment and support engagement.

Fields inquiries regarding policies, procedures and HRIS processes from regional leadership, managers and employees; directs more complex or specialized inquiries to the HR Manager / Director or appropriate units (e.

g. HCM, Benefits, Payroll, etc.).

Resolves manager and employee issues by acting as a mediator, providing guidance on conflict and dispute resolution.

Supports compliance with federal, state and local employment regulations.

Maintains up to date knowledge of legal and regulatory requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance within assigned region and agencywide.

Participates in and supports policy and procedure design and implementation to support best practices across the region; educates and informs management on expectations in accordance with policies.

Collaborates with the Benefits Team to monitor, track and update employees on a leave of absence.

Oversees and manages the employee accommodation process, facilitating review and determinations by managers, issuing determination letters and handling related inquiries.

May perform or assist with other HR-related duties including but not limited to recruitment, development or review of job descriptions, employee terminations, exit interviews, etc.

Performs all other duties, as assigned.

Minimum Qualification Requirements

Bachelor’s degree in Human Resources or closely related discipline and at least two (2) years of human resources experience; or

HS Diploma or its educational equivalent and at least five (5) years of human resources experience; and

Knowledge of multiple human resource disciplines, including payroll, employee and union relations, diversity, performance management, recruiting, and respective federal, state and local employment laws; or

Satisfactory equivalent combination of education, experience and / or training.

Ability to travel regularly across assigned region(s) and to other regions and / or applicable headquarters, on occasion and / or as requested.

Basic understanding of labor laws and regulations.

Excellent verbal and written communication skills.

Excellent interpersonal and customer service skills, including the ability to build collaborative partnerships and orchestrate positive outcomes.

Excellent organizational skills and attention to detail, with solid time management skills and proven ability to meet deadlines.

Strong ability to handle sensitive information while upholding confidentiality.

Curiosity, with the desire and ability to research, learn, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

Proficiency with computers and electronic systems including HRIS and / or related systems and with Microsoft Office Suite or related software.

Preferred Qualification Requirements

Bachelor’s degree in human resources or closely related discipline

Five (5) or more years of HR experience in a variety of functional areas

SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP), PHR or SPHR credential or Workplace Investigation Specialty Credential

Knowledge of Workday HCM

Compensation

$62,400 - $65,000 per year depending on qualifications, skills and experience.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or status as a Vietnam or disabled veteran.

YAI is an Equal Opportunity Employer.