HR Generalist - Hybrid

Key Responsibilities 

Employee Lifecycle Leadership 

• Own and continuously improve employee lifecycle processes across North America, ensuring a seamless, compliant, and positive employee experience. 

• Lead onboarding and integration activities, identifying opportunities to enhance effectiveness, manager readiness, and employee engagement. 

• Manage complex employee transitions, offboarding activities, and organizational changes while partnering across HR and business stakeholders. 

• Serve as a trusted advisor and resource to HRBPs, managers, and employees on employee lifecycle matters and HR processes. 

• Identify trends, recurring issues, and process gaps and recommend scalable solutions. 

Strategic HRBP Partnership 

• Act as an extension of the HRBP team, independently driving initiatives and managing operational components of workforce and talent strategies. 

• Lead project management and execution of organizational changes, workforce planning initiatives, restructures, and employee transitions. 

• Partner with HRBPs to develop recommendations, prepare business cases, and execute people-related initiatives. 

• Anticipate stakeholder needs, proactively identify risks, and drive action plans to resolution. 

• Facilitate cross-functional collaboration to ensure successful implementation of People Success initiatives. 

Ownership of Annual People Programs 

• Serve as a primary coordinator and process owner for annual talent programs across North America, including:  

• Performance Management 

• Goal Setting and Reviews 

• Talent Reviews and Succession Planning 

• Compensation Planning and Merit Cycles 

• Employee Engagement Surveys 

• Recognition Programs 

• Drive program readiness, stakeholder communication plans, participation strategies, and milestone management. 

• Monitor program effectiveness, identify improvement opportunities, and recommend enhancements. 

• Ensure data accuracy, process governance, and compliance across all annual people programs. 

Workforce Insights & People Analytics 

• Develop and deliver workforce insights that enable data-driven decision making. 

• Analyze trends in attrition, performance, engagement, organizational health, onboarding effectiveness, workforce movement, and talent outcomes. 

• Translate complex data into actionable recommendations for HRBPs and leaders. 

• Create executive-ready dashboards, presentations, and reporting packages for business reviews and talent discussions. 

• Leverage data to identify risks, recommend solutions, and measure the effectiveness of People Success initiatives. 

Process Improvement & Operational Excellence 

• Own and continuously enhance HR processes, workflows, documentation, and employee experiences. 

• Drive process simplification, automation, and efficiency initiatives across North America People Success operations. 

• Establish and maintain SOPs, governance practices, and process documentation. 

• Lead cross-functional problem-solving efforts and serve as a key stakeholder in process redesign initiatives. 

• Ensure compliance with employment regulations, company policies, and People Success practices. 

• Look for ways to to effectively connect leaders to information and training they need to manage their people leader responsibilities.

Talent & Organizational Development 

• Partner with Talent Development and HRBPs to drive employee and leadership development initiatives. 

• Lead operational planning and execution of talent programs, leadership development efforts, workshops, and employee growth initiatives. 

• Measure participation, impact, and program effectiveness and recommend improvements based on insights. 

• Support succession planning, high-potential talent programs, and organizational capability-building efforts. 

Cross-Functional Leadership & Influence 

• Build strong relationships across Payroll, Benefits, HR Operations, Compliance, Talent Acquisition, People Analytics, and People Systems teams. 

• Influence decisions and drive alignment across multiple stakeholders to deliver high-quality employee experiences. 

• Lead end-to-end coordination of complex employee transactions and HR initiatives. 

• Serve as a resource and subject matter expert on People Success processes and best practices. 

• Participate in special projects and broader organizational initiatives that support business growth and operational excellence. 

Key Skills & Qualifications 

• 7+ years of progressive HR experience with strong expertise across employee lifecycle management, talent processes, and HR operations. 

• Proven ability to independently lead projects and initiatives with limited direction. 

• Strong business acumen and ability to connect people strategies to business outcomes. 

• Experience supporting organizational change, workforce planning, and talent initiatives. 

• Advanced analytical, reporting, and problem-solving capabilities. 

• Ability to interpret data and provide actionable recommendations. 

• Exceptional project management and prioritization skills. 

• Strong executive presence, communication, and stakeholder management abilities. 

• Demonstrated experience driving process improvement and operational excellence initiatives. 

• Sound judgment, discretion, and ability to navigate sensitive employee matters. 

• Ability to influence without authority and build credibility across all organizational levels. 

#LI-Hybrid