Generalist HR Business Partner

Hilton Grand Vacations•Orlando, FL

About The Position

The Generalist HR Business Partner will be proactive in advising, providing insights and resources, and drive consistency and follow up in HR processes. This role involves acting as a trusted advisor to line managers, offering coaching and guidance on everyday workplace situations including performance management, Team Member development, policy alignment and implementation, and team dynamics. The HRBP Generalist will also advise and coach Leaders and Team Members in understanding HR policies, procedures, and appropriate application in real-time scenarios. They will provide ongoing performance management guidance, including coaching, counseling, and career development discussions, in alignment with HRBP practices. Additionally, the role includes coaching managers on team member engagement and retention strategies, identifying recurring themes and opportunities for proactive leader coaching or intervention, and providing guidance and support on navigating complex employee relations issues. Leveraging HR data to inform recommendations and support people-led decisions, and supporting HRBP Managers with change management initiatives and ensuring successful leadership transitions are also key aspects. The role provides guidance to people leaders in relation to people and team dynamic issues, escalating to HRBP Manager and Team Member Relations (TMR) when more complex compliance with Federal and local law expertise is needed. A high level of business literacy about assigned client groups’ core function and culture is essential. The HRBP Generalist supports organizational performance by bridging HRBP strategic priorities with Team Member–facing, day-to-day HR activities for assigned client groups. This role serves as the first escalation point for Team Member workplace concerns following Help Desk resolution or routing, and acts as the primary advisor to Managers / Sr Managers on employee relations matters. The HRBP Generalist conducts structured intake interviews to gather facts, accurately documents and classifies concerns, and recommends appropriate actions. They make sound triage decisions to manage employee relations cases directly or route matters appropriately. Guiding Leaders through corrective action processes, up to and including termination, ensuring documentation, consistency, and risk mitigation is also a responsibility. Monitoring regional case trends and proactively addressing them with the respective HRBP Manager is required. The role also supports HRBP Leadership with core HR Processes related to talent management, workforce and succession planning, performance planning and annual salary review cycles, and managing organizational changes and restructuring. Facilitating talent review calibration meetings, ensuring ratings are consistent, constructive, and forward-looking, and following up on talent reviews to ensure development plans are implemented are also part of the responsibilities. Partnering with HRBP leadership to ensure consistent application of HR programs and initiatives, collaborating with business leaders and learning and development teams to create targeted learning experiences, and facilitating consistent application, implementation, and improvement of HR policies, processes, and programs are key. Providing insights to drive continuous improvement of HR deliverables and collaborating in global and local efforts that support Team Member engagement and retention are also expected. The role embodies the Hilton Grand Vacations Values and requires completion of all assigned Company training/compliance courses and adherence to Company standards and policies.

Requirements

Ability to demonstrate excellent verbal and written communication skills.
Ability to demonstrate advanced proficiency in computer skills including applications such as Microsoft Word, Excel, PowerPoint with the ability to learn and adapt to new technology and platforms.
Expertise in managing complex employee relations issues, including conflict resolution and coaching managers through difficult situations.
Strong diagnostic, problem-solving, and analytical skills.
Demonstrated ability to anticipate needs and demonstrate good judgement and decision-making skills.
Demonstrated ability to work in a fast-paced, high-pressure environment.
BA/BS/Bachelor's Degree or 3+ years of relevant experience may be considered in place of the education requirement.
1-3 Years of related experience.

Nice To Haves

SHRM-CP, SHRM-SCP, or PHR

Responsibilities

Act as a trusted advisor to line managers, offering coaching and guidance on every-day workplace situations including performance management, Team Member development, policy alignment and implementation, and team dynamics to help them lead effectively.
Advise and coach Leaders and Team Members in understanding HR policies, procedures, and appropriate application in real-time scenarios.
Provide ongoing performance management guidance, including coaching, counseling, and career development discussions, in alignment with HRBP practices.
Coach managers on team member engagement and retention strategies; Identify recurring themes and opportunities for proactive leader coaching or intervention.
Provide guidance and support on how to navigate complex employee relations issues for both planned and unscripted critical conversations.
Leverage HR data (e.g., turnover, engagement survey results) to inform recommendations and support people-led decisions.
Supports HRBP Managers with change management initiatives and ensure successful leadership transitions.
Provide guidance to people leaders in relation to people and team dynamic issues; escalates to HRBP Manager and Team Member Relations (TMR) with items where more complex compliance with Federal and local law expertise is needed.
Understand and maintain a high level of business literacy about assigned client groups’ core function and culture.
Support organizational performance by bridging HRBP strategic priorities with Team Member–facing, day-to-day HR activities for assigned client groups.
Serve as the first escalation point for Team Member workplace concerns following Help Desk resolution or routing.
Act as the primary advisor to Managers / Sr Managers on employee relations matters, including performance concerns, conduct issues, conflict resolution, and workplace standards.
Conduct structured intake interviews to gather facts in a standardized, consistent format.
Accurately document and classify concerns (e.g., policy risk, interpersonal conflict, leadership coaching needs).
Recommend appropriate actions based on findings, precedent, and risk assessment.
Make sound triage decisions to either manage employee relations case directly or route matters appropriately to Team Member Relations (TMR) for potential investigations, compliance risks, or legal exposure or HR Business Partners Managers for escalated leader coaching needs, cultural issues, or team dynamics support.
Guide Leaders through corrective action processes, up to and including termination, ensuring documentation, consistency, and risk mitigation.
Monitor regional case trends and proactively address with respective HRBP Manager.
Support HRBP Leadership with core HR Processes related to talent management, workforce and succession planning, performance planning and annual salary review cycles; Maintain appropriate data & insights.
Support HRBP Leadership in managing organizational changes and restructuring, focusing on culture and morale.
Support HRBP Leadership in facilitation of talent review calibration meetings, ensuring ratings are consistent, constructive, and forward-looking.
Follow up on talent reviews to ensure development plans, training, or mentoring actions are implemented for identified team members.
Partner with HRBP leadership to ensure consistent application of HR programs and initiatives at the functional level.
Collaborate with business leaders and learning and development teams to create targeted learning experiences that support team member growth and business success.
Facilitate consistent application, implementation, and improvement of HR policies, processes, and programs.
Provide insights to drive continuous improvement of HR deliverables; Collaborate in global and local efforts that support Team Member engagement and retention.
Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now.
Completes all required Company training/compliance courses as assigned.
Adheres to Company standards and maintains compliance with all policies and procedures.
Performs other related duties as assigned.