Position Summary
The HR Generalist serves as a key partner to employees and leadership, providing comprehensive human resources support across employee relations, performance management, policy administration, compliance, employee engagement, and workforce planning. This role is responsible for fostering a positive and productive work environment by advising managers and employees on HR-related matters, ensuring consistent application of company policies, and supporting organizational objectives through effective people practices.
The HR Generalist acts as a trusted advisor, helping to resolve workplace concerns, conduct investigations, support employee development, promote engagement initiatives, and maintain compliance with applicable employment laws and regulations. This position requires strong communication, problem-solving, organizational, and relationship-building skills, as well as the ability to manage sensitive and confidential information with professionalism and discretion.
Essential Duties and Responsibilities
Employee Relations
- Serve as a primary point of contact for employee and manager concerns.
- Provide guidance regarding workplace issues, performance concerns, attendance matters, and employee conduct.
- Conduct employee relations investigations involving policy violations, workplace complaints, misconduct allegations, and interpersonal conflicts.
- Gather and analyze information through interviews, documentation reviews, and fact-finding processes.
- Recommend appropriate resolutions, corrective actions, and performance improvement strategies.
- Facilitate coaching discussions, corrective action meetings, and termination processes when necessary.
- Ensure fair, consistent, and compliant application of company policies and procedures.
- Escalate complex or high-risk matters to HR leadership when appropriate.
Human Resources Compliance and Policy Administration
- Interpret and communicate company policies, procedures, and employment practices to employees and management.
- Monitor and support compliance with federal, state, and local employment laws and regulations.
- Maintain accurate employee records and HR documentation.
- Assist with policy development, updates, and implementation.
- Identify areas of compliance risk and recommend solutions to mitigate potential issues.
- Support audits, reporting requirements, and regulatory compliance initiatives.
Performance Management
- Partner with leaders to address employee performance concerns and development opportunities.
- Provide guidance on goal setting, performance reviews, coaching strategies, and performance improvement plans.
- Support managers in handling disciplinary actions and employee accountability processes.
- Assist in developing and implementing performance management programs and best practices.
- Promote a culture of continuous feedback and employee development.
Employee Engagement and Culture
- Support programs that strengthen employee engagement, recognition, retention, and workplace culture.
- Collaborate with leadership to implement action plans based on employee feedback and organizational priorities.
- Assist with employee surveys, focus groups, and engagement assessments.
- Analyze employee feedback to identify trends and recommend improvements.
- Help coordinate employee appreciation events, recognition initiatives, wellness programs, and culture-building activities.
- Promote a positive employee experience across all levels of the organization.
Recruiting and Onboarding Support
- Assist hiring managers throughout the recruitment process as needed.
- Support candidate screening, interview coordination, and hiring activities.
- Participate in onboarding and orientation programs for new employees.
- Ensure completion and accuracy of new hire documentation.
- Partner with managers to support successful employee transitions and integration.
Workforce R
All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance, and San Francisco Fair Chance Ordinance.