Human Resources Generalist

POSITION OVERVIEW

The Human Resources Generalist performs professional-level HR work providing consultative support to an assigned client group. The HR Generalist serves as the primary point of contact for employee and manager guidance on HR policies, performance management, employee relations, and workplace concerns. The HR Generalist provides initial intake and front-line support for employee relations matters, leaves of absence, and workers' compensation, and partners closely with the legal counsel, other HR staff, benefit, and payroll team(s) as necessary.

ESSENTIAL FUNCTIONS

·      Serves as the primary Human Resources point of contact for an assigned client group, providing professional guidance, consultation, and support to employees and managers regarding HR policies, procedures, and workplace practices.

·      Builds and maintains effective working relationships with employees and leaders through proactive communication, presence, and understanding of departmental operations and workforce needs.

·      Interprets and applies HR policies, procedures, and employment practices in a consistent and compliant manner, partners with HR leadership and legal counsel on complex or high-risk matters.

·      Provides guidance and coaching to managers on performance management, including documentation practices, corrective action, performance improvement, and evaluation processes.

·      Serves as the initial intake point for employee relations concerns within the assigned client group; gathers preliminary information, assesses issues, provides guidance, and escalates matters for review with legal counsel and/or HR leadership as appropriate.

·      Conducts and consults with legal counsel on formal employee relations investigations by providing background information, documentation, and coordination; supports managers with post-investigation follow-up and implementation of outcomes.

·      Serves as the initial point of contact for leave of absence inquiries, including CFRA/FMLA (as applicable), Pregnancy Disability Leave, workers' compensation-related leave, and ADA/FEHA interactive process considerations; provides employee guidance and coordinates next steps with benefit and payroll department(s).

·      Serves as the initial intake for workplace injuries and workers' compensation concerns; ensures timely reporting and documentation and partners with HR Supervisor and external providers throughout the claims process.

·      Communicates complex HR policies, compliance requirements, and processes in a clear, relatable, and accessible manner to support understanding, consistency, and effective application across diverse employee and management groups.

·      Partners with Talent Acquisition to support recruitment and hiring activities for the assigned client group, including intake meetings, interview panel participation, and manager coaching on selection practices.

·      Supports onboarding and orientation activities by delivering HR policy and practice information and partnering with Learning and Development to ensure a positive new-hire experience.

·      Collaborates with Learning and Development and Leadership Engagement functions to identify training and development needs and connect employees and managers to appropriate resources.

·      Utilizes HRIS reports and workforce data to support HR initiatives, workforce planning, and leadership requests.

·      Supports the employee offboarding process for assigned client groups, including coordination of separation documentation, notifications, and transition activities in partnership with HR Operations, Payroll, IT, and management.

·      Conducts employee exit interviews, as assigned, to gather feedback related to employee experience, engagement, supervision, and workplace practices, documents themes and trends and shares insights with HR leadership.

·      Partners interdepartmentally to ensure timely and accurate processing of offboarding activities, including system updates, benefits transitions, and compliance requirements.

·      Serves as a point of contact for employees and managers during the separation process, providing guidance on next steps, timelines, and available resources in a professional and supportive manner.

·      Assists, in consultation with the and HR leadership, in identifying, developing, reviewing, and updating Human Resources standard operating procedures (SOPs) to support consistent, compliant, and efficient People practices.

·      Provides operational input and frontline perspective to inform improvements to HR processes, workflows, and employee experience initiatives.

·      Participates in HR projects, initiatives, and process improvements that support organizational effectiveness, employee experience, and compliance.

·      Supports effective and efficient business practice.

·      Maintains positive business relationships, confidentiality, good attendance, punctuality, and acts in accordance with all company policies and procedures.

·      This job description reflects management's assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned.

MINIMUM QUALIFICATIONS

·      Bachelor's degree in human resources, business administration, public administration, or a closely related field; or an equivalent combination of education and progressively responsible human resources experience.

·      Minimum of three (3) years of professional-level human resources experience providing consultative HR support, employee relations guidance, performance management coaching, and policy interpretation.

·      Working knowledge of California employment laws and regulations applicable to a non-union, social services or nonprofit environment, including wage and hour requirements, CFRA, Paid Sick Leave, FEHA, ADA, and general leave administration concepts.

·      Demonstrated ability to translate complex human resources, compliance, and regulatory information into clear, practical, and easily understandable guidance for diverse internal customer groups, including employees, supervisors, and leadership.

·      Experience serving as an initial intake point for employee relations, workplace concerns, and employee leave inquiries, with the ability to assess issues, exercise judgment, and escalate appropriately.

·      Demonstrated ability to maintain confidentiality and exercise independent judgment when handling sensitive employee and organizational matters.

·      Strong written and verbal communication skills, including the ability to document issues clearly and communicate effectively with employees and management.

·      Proficiency in Microsoft Office applications and the ability to utilize HRIS systems and standard workforce reports to support HR functions.

·      Establish and maintain effective working relationships with employees, managers, and cross-functional partners.

·      Must have a valid California driver's license, reliable vehicle, and vehicle insurance.

PREFERRED QUALIFICATIONS

·      Experience using the ADP, or other human resources information system.

·      Professional in Human Resources (PHR) or SHRM-CP certified.

·      Experience conducting workplace investigations.

·      Experience working on special projects.

TRAVEL REQUIREMENTS

·      Must have the ability to travel within CVRC's six-county-wide region as assigned or required.

WORKING CONDITIONS

Professional office environment. Noise level in the office is low to moderate depending on area. Individual workspace assigned and varied from open cubicle to private office.

PHYSICAL REQUIREMENTS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions
.
Manual dexterity for typing on a computer keyboard. Specific vision abilities including close vision, distance vision, depth perception, and ability to adjust focus required to view computer monitor, read numbers and printed material. Mobility sufficient to reach, lift and transport files and other work material to work areas. Sitting for extended periods of time.