Human Resources Generalist (Hybrid- La Crosse WI)

Hiring Salary Range: $77,400 - $116,100

Compensation is determined by a combination of factors, including but not limited to education, work experience, and certifications. The actual offer may vary, reflecting the candidate's unique blend of experience, educational background, and skill level.

Purpose:Provide day-to-day human resources support to assigned business areas, partnering with employees and leaders to administer HR programs, apply policies consistently, and support a positive employee experience. The Human Resources Generalist independently handles routine to moderately complex HR matters within established policies, procedures, and practices, while escalating higher-risk, complex, or precedent-setting matters to HR leadership or designated HR business partners. Responsibilities include employee relations support, recruiting and onboarding coordination, performance management assistance, HR data and reporting, compliance support, and coordination of employee engagement, workforce planning, succession planning, change management, training, and process improvement activities.

ESSENTIAL JOB FUNCTIONS:

Provide HR support to assigned client groups by helping employees and leaders understand and apply HR programs, policies, procedures, and practices in alignment with organizational needs.

Independently respond to routine to moderately complex employee and labor relations matters by gathering information, documenting concerns, assisting with investigations, and providing guidance consistent with company policies, collective bargaining agreements, and legal requirements. Escalate higher-risk, complex, or precedent-setting matters to HR leadership or designated HR business partners.

Maintain working knowledge of employee and labor relations compliance requirements and assist with day-to-day employee management support to help reduce risk.

Support talent acquisition, retention, workforce planning, and succession planning activities by coordinating processes, tracking information, preparing materials, and supporting implementation of agreed-upon actions.

Coordinate talent acquisition activities by supporting requisition management, candidate screening, interview scheduling, and communication with hiring leaders and candidates. Coordinate new employee onboarding logistics, including orientations, completion and filing of required new hire paperwork (e.g., EEOC and I-9), and department setup activities. Serve as a point of contact for new hire questions.

Collect, review, and summarize HR data to support workforce planning, operational decision-making, and identification of trends. Assist HR leadership and HR business partners with reports, dashboards, and follow-up actions.

Support organizational change and employee engagement activities by assisting with communications, employee feedback, training coordination, tracking progress, and implementation of people-related action plans.

Provide guidance and coaching to employees and frontline leaders on routine HR questions, processes, and documentation. Assist leaders with performance management documentation, coaching preparation, and follow-up activities, escalating complex performance, employee relations, or legal-risk issues as appropriate.

Prepare and share relevant people metrics and reports, identify basic trends, and elevate observations or recommendations to HR leadership, HR business partners, and assigned business areas.

Coordinate and support follow-through on employee engagement, workforce planning, succession planning, and organizational change activities by maintaining action plans, tracking progress, scheduling meetings, preparing materials, and supporting communication of next steps.

Assist with identifying training and development needs for employees and leaders by collecting input, reviewing available data, and coordinating learning resources or sessions.

Support leadership development activities by coordinating training logistics, preparing materials, tracking participation, and assisting with local employee or management training sessions as needed.

Support compliance activities, maintain accurate and timely reporting, and carry out other duties as assigned by leadership.

MINIMUM QUALIFICATIONS:

Education & Experience: BS/BA degree in Human Resources, Business or related field with a minimum of three (3) years of human resources experience. Equivalent combination of education and experience will be considered. HR certification a plus (i.e. PHR, SHRM-CP). Must have working knowledge of human resource practices, including recruitment and onboarding, employee relations, performance management, HR policies and procedures, and federal and state employment laws. Exposure to labor relations, compensation practices, and talent management preferred.

Skills: 

• Strong verbal, written and interpersonal communication skills, with the ability to interface effectively with individuals at various levels
• Strong organizational and time management skills with the ability to manage multiple priorities and support HR projects
• Proficient computer skills in Microsoft Office
• Strong analytical thinking, attention to detail, investigative, and problem-solving skills with the ability to adapt to changing priorities
• Ability to gather, review, and summarize qualitative and quantitative data to support sound HR recommendations and decisions
• General business acumen and understanding of how HR practices support operational needs
• Ability to manage highly sensitive and confidential information
• Ability to collaborate with HR team members, HR business partners, and business leaders to address people-related questions and concerns
• Ability to independently resolve routine to moderately complex HR matters within established guidelines and appropriately escalate higher-risk, complex, or precedent-setting issues
• Continuous improvement mindset with the ability to support process improvements and adapt established approaches when needed

Physical Demands: 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. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms.