Human Resources Generalist

Archdiocese of Omaha

Omaha, NE

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JOB DETAILS

SKILLS

Administrative Skills, Adult Learning, American Dental Association (ADA), Americans with Disabilities Act (ADA), Analysis Skills, Best Practices, Coaching, Communication Skills, Compensation and Benefits, Computer Skills, Conflict Resolution, Consulting, Data Quality, Detail Oriented, Disciplinary Action, Document Management, Documentation, Employee Benefits, Employee Relations, Employee Terminations, Exit Interviews, FMLA (Family and Medical Leave Act of 1993), Federal Laws and Regulations, HIPAA (Health Insurance Portability and Accountability Act), HRIS/HRMS, Human Resources, Human Resources Planning, Human Resources Strategy, Interpersonal Skills, Interviewing Skills, Leadership, Learning Management System (LMS), Microsoft Office, Multitasking, Nonprofit, OSHA, Onboarding, PHR (Professional in Human Resources), People Management, Performance Management, Performance Reviews, Program Evaluation, Quality Management, Record Keeping, Records Management, SPHR (Senior Professional in Human Resources), Society for Human Resource Management (SHRM), Staff Policies, State Laws and Regulations, Systems Administration/Management, Systems Maintenance, Team Player, Training/Teaching, Willing to Travel, Workplace Issues, Writing Skills

LOCATION

Omaha, NE

POSTED

2 days ago

POSITION TITLE:

Human Resources Generalist

DEPARTMENT:

Human Resources

REPORTS TO:

Human Resources Director

EFFECTIVE DATE:

December 15, 2025

CLASSIFICATION:

Regular, Full-Time, Exempt

HOURS PER WEEK:

40

POSITION SUMMARY

The Human Resources (HR) Generalist is responsible for supporting human resources initiatives that promote a positive and engaged culture. This individual will support the HR Director in matters related to recruiting, compensation, employee relations, performance management, policies, compliance, reporting, immigration, learning management, HRIS, HR administration and culture initiatives.

PRINCIPAL DUTIES AND RESPONSIBILITIES

Assists in the development, implementation, and administration of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual.
Performs job analysis and evaluates, classifies, and rates job positions.
Consults with managers on job- and market-specific data on fair pay rates.
Recruits, interviews, and facilitates all aspects of hiring qualified job applicants for open positions; collaborates with department managers and directors to understand skills and competencies required for a successful hire.
Evaluates recruitment or selection criteria and process to ensure conformance to professional, fair practices, and compliance with all federal and state laws.
Facilitates new hire onboarding, evaluating effectiveness of onboarding program, identify and implement improvements to enhance onboarding experience.
Educates and trains managers and directors on effective methods for interviewing, performance appraisals, coaching and development techniques, and documentation of performance issues.
Ensures compliance with all federal, state, and local employment regulations, policies, and procedures, including, but not limited to, records management, reporting, FLSA, EEO, HIPAA, ADA, FMLA, and OSHA.
Maintains proper record-keeping practices for all electronic and physical employee personnel files.
Assists in maintaining HR system by managing documents, updating company & employee information and building & running reports.
Ensures data accuracy and completeness through independent review from periodic audit reports.
Administers and provides subject matter expertise in employee benefit plans such as Medical, Dental, Vision, Life, Long-Term Disability, and other programs as implemented.
Administers FMLA and other leave benefits as requested by employees or managers.
Partners with and provides support to management on employee relations issues, including conducting investigations and disciplinary actions.
Provides coaching and conflict resolution to management and employees.
Conducts exit interviews to identify reasons for employee terminations.

KNOWLEDGE, SKILLS, AND ABILITIES

Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, and employee relations.
Knowledge of business and management principles involved in strategic planning, human resources modeling, leadership training, and management of people and resources.
Knowledge of EEOC and DOL laws, particularly in relation to nonprofit and religious-exempt organizations.
Discretion and ability to keep knowledge gained from work in strict confidence.
Ability to communicate effectively with diverse personalities and types of employees.
Self-directed, ability to see an issue and proactively propose solutions.
Excellent interpersonal skills and the ability to develop and maintain collaborative working relationships.
Strong service orientation, a desire and willingness to assist and serve others.
Ability to write clear correspondence and reports in defined timeframes.
Ability to handle multiple tasks and manage time productively and effectively while maintaining high-quality results.
Strong computer ability, including proficiency with Microsoft Office and ability to learn basic software.
High attention to detail and accuracy required.

EDUCATION AND EXPERIENCE

Active, practicing Catholic in full communion with the Catholic Church, with a demonstrated commitment to the mission and teachings of the Church.
Minimum of a Bachelor's degree in business, human resources, or related field required with an emphasis in human resources strongly preferred.
Minimum of 5 years' experience in human resources with recruiting and employee relations experience strongly preferred.
PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
Experience with administration of Paycor performance modules or other HRIS preferred.
Experience with administration of a Learning Management System (LMS) and adult learning best practices preferred.

WORKING CONDITIONS:

Routine office environment; ADA-accessible building.

TRAVEL REQUIREMENTS

5% travel to locations within the Archdiocese of Omaha.

ORGANIZATIONAL RESPONSIBILITY

Employees of the of the Archdiocese of Omaha will have knowledge of the Catholic faith, a willingness to work for a Catholic, faith-based organization and adhere to the policies of the Archdiocese of Omaha. Employees will not publicly oppose the teachings of the Catholic faith nor publicly advocate for any position in conflict with Catholic teaching, or the specific positions of the Archdiocese of Omaha or the United States Conference of Catholic Bishops. This requirement includes any public speech, demonstration or writing including the use of social media or other digital technologies.

About the Company

Archdiocese of Omaha

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