Senior Human Resources Generalist

Position Overview

The Senior Human Resource Generalist (Senior HRG) serves as a strategic HR partner and trusted advisor
to site leadership teams across designated geographies. This role provides business-focused,
confidential, and actionable guidance on team member relations, talent management, organizational
development, and team member engagement. Acting as an extension of the leadership team, the Senior
HRG delivers HR strategies that align with operational goals, drives proactive workforce planning
initiatives, and leads efforts to enhance leadership capabilities and team member experiences. This
individual contributor role is critical in promoting organizational effectiveness, championing a high-performance culture, and supporting change management across aligned markets.

Essential Functions (Other Duties as Assigned)

HR Business Partnership
• Partner and consult with site senior leadership teams to deliver HR solutions aligned with
business strategy
• Provide guidance on team member development, organizational structure, workforce planning,
and leadership coaching
• Actively participate as a member of site leadership teams, contributing HR insights on key
operational decisions
• Engage with business leaders to develop a deep understanding of company operations, aligning
HR strategies with organizational goals.
• Assist with workforce planning strategies and retention initiatives to reduce turnover and build
bench strength

Talent Management and Development
• Lead talent review sessions, succession planning, and cross-functional talent discussions with
site leadership
• Champion and lead the execution of training and development initiatives to meet current and
future business needs
• Support the performance management process, ensuring timely performance reviews, goal
setting, and career development planning
• Coach leaders in building high-performing teams and developing individual leadership
capabilities

Employee Relations
• Provide day-to-day consultation and support on employee relations matters, ensuring fair and
consistent application of policies
• Provide guidance on complex employee relations issues, supporting leaders in resolution and
compliance with company policies.
• Facilitate collaborative problem-solving strategies to address team member concerns and foster
a positive work environment
• Conduct thorough investigations and recommend appropriate corrective actions when
necessary

HRIS
• Oversee HRIS system integrity by ensuring accurate data entry, maintenance, and reporting to
support HR functions and compliance
• Analyze HRIS data to identify trends and provide insights that inform workforce planning,
employee engagement, and strategic HR decisions
• Partner with payroll to ensure HRIS data integrity, supporting precise compensation processing
and compliance with pay-related regulations

Field HR & Liaison Support –HR Policy and Compliance
• Lead the local implementation of HR policies and monitor effectiveness and compliance
• Ensure managers and team members understand and adhere to HR programs, practices, and
regulatory requirements
• Facilitate team member orientation, training programs, and organizational change initiatives as
needed

Cross-Functional HR Projects
• Manage and/or participate as a project team member on company-wide HR initiatives and
continuous improvement projects
• Support and champion organizational change efforts, acting as a key liaison to field leadership

Additional Responsibilities
• Serve as a liaison between field teams, HR Field Operations, and Corporate HR to ensure
alignment on initiatives and goals
• Serve as the first point of contact for HR-related matters in the field, acting as a bridge between
frontline employees and corporate HR support
• Administer and support compensation, benefits, and workforce development programs in
partnership with corporate HR
• Administer and monitor leave programs, ensuring compliance with policies and regulations
while providing guidance to employees and managers
• Maintain a strong focus on continuous learning, staying current on HR best practices, legal
compliance, and organizational trends
• Perform other HR-related duties assigned to support operational and strategic needs 

Education and Experience

• Bachelor’s degree in human resources, business administration, or a related field required
• HR Certification (PHR, SPHR, SHRM-CP or SHRM-SCP) preferred
• Minimum of 5 years of progressive human resource experience with a strong focus on HR
business partnership, employee relations, and talent management
• Experience supporting multi-site or geographically dispersed teams strongly preferred
• Demonstrated success in driving HR initiatives in fast-paced operational environments

Knowledge, Skills, and Abilities

• Strong business acumen and ability to align HR strategies with operational objectives
• Excellent interpersonal, consultative, and relationship-building skills
• Proficient in conflict resolution, coaching, and influencing leadership teams
• Skilled in conducting investigations, managing employee relations issues, and applying sound
judgement
• Deep understanding of employment laws, HR best practices, and organizational development
practices
• Strong organizational, follow-up, and time management skills
• Ability to work independently while building effective cross-functional relationships
• Demonstrates deep understanding of HRIS
• Demonstrates deep understanding of MS Excel and data management
• Proficient with Microsoft Office Suite, and reporting tools

Physical Requirements:

• Ability to travel up to 10-20% of the time to support field teams
• Ability to work flexible hours, including occasional evenings or weekend to support business
needs
• Ability to sit, stand, and work at a computer for extended periods
• Ability to lift up to 20 pounds occasionally for event or training setup

This job description in no way states or implies that these are the only duties to be performed by the employee(s) in
this position. Employee(s) will be required to follow any other job-related instructions and to perform any other jobrelated duties requested by any person authorized to give instructions or assignments.

All duties and responsibilities are essential job functions and requirements and are subject to possible modification
to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbent(s) will
possess the skills, aptitudes, and abilities to perform each duty proficiently. The requirements listed in this
document are the minimum levels of knowledge, skills, and abilities.
Spotless Brands and its subsidiaries comply with federal and state disability laws and make reasonable
accommodation for applicants and employees with disabilities. If reasonable accommodation is needed to
participate in the job application or recruitment process, please contact the Human Resources department and
identify the type of accommodation or assistance you are requesting. Do not include any medical or health
information in this email. The Human Resources team will respond to your email promptly.

Spotless Brands and its affiliate brands are Equal Employment Opportunity (EEO) employers. Spotless Brands invites
all qualified interested applicants to apply for career opportunities. It is the policy of the company to provide equal
opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender
identity, national origin, age, protected veteran, disabled status or any other protected group status as defined by
and subject to applicable federal, state and local laws. We use E-Verify to check employment eligibility:
https://www.everify.gov/sites/default/files/everify/posters/EVerifyParticipationPoster.pdf and https://www.everify.gov/sites/default/files/everify/posters/IER_RightToWorkPoster%20Eng_Es.pdf