Human Resources Generalist

United States·New Yorkmid

OtherHuman Resources Generalist

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Overview

Position Summary This position is responsible for delivering core HR operational processes while providing HR business partner support to managers and leaders across the organization.

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OtherHuman Resources Generalist

Responsibilities

~2 min read

→Act as an HR business partner to managers and employees, providing guidance on employee relations, performance management, coaching, and conflict resolution
→Manage and resolve employee relations matters, including conducting investigations and ensuring outcomes are consistent, fair, and compliant with employment legislation
→Partner with leaders to support performance management processes, including goal setting, feedback cycles, performance improvement plans, and corrective action
→Own end-to-end employee lifecycle processes, including onboarding, offboarding, internal transfers, promotions, and role changes, ensuring consistency and quality of execution
→Manage day-to-day HR operations, including payroll administration, benefits enrollment and changes, leave of absence administration, and compliance-related activities
→Serve as the primary liaison with the PEO, resolving employee benefit queries, ensuring data accuracy, and supporting audits and compliance initiatives
→Maintain and enhance HR policies, procedures, and documentation to support operational efficiency, scalability, and compliance
→Contribute to job architecture and job family frameworks, including role leveling, career pathways, and compensation alignment, in partnership with leadership
→Support organizational design and workforce planning initiatives as the organization evolves
→Collaborate with managers to identify learning and development needs and support the delivery of programs aligned to leadership development, manager capability, and employee growth
→Support company culture, engagement, inclusion, and belonging initiatives in collaboration with senior leaders
→Analyze HR data and trends, including attrition, engagement, and performance metrics, providing insights and recommendations to leadership
→Support annual HR cycles such as performance reviews, compensation planning, engagement surveys, and compliance training
→Provide support to the Chief People Officer on ad hoc initiatives, projects, and priorities
→Maintain awareness of employment law, HR best practices, and industry developments, advising the business on potential risks and impacts

5+ years of progressive HR experience covering HR operations and HR business partnering responsibilities
Strong knowledge of employee relations, performance management practices, and U.S. employment law
Experience managing payroll and benefits administration through a PEO model
Experience contributing to job architecture, role leveling, and career framework initiatives
Proven ability to partner with managers and senior leaders, providing clear, practical, and compliant HR guidance
Strong analytical skills with experience using HR data to inform recommendations and decision-making
High level of discretion and judgment when handling confidential and sensitive employee matters
Strong organizational and prioritization skills within a dynamic business environment
Clear and effective written and verbal communication skills