Generalist, People & Culture (HR Generalist)

Turf Masters Brands•Roswell, GA

16h•$65,000 - $70,000•Hybrid

About The Position

Turf Masters Brands partners with the best companies in America to help homeowners maximize turf and soil health through fertilization, seeding, aeration, weed control and exterior pest programs. What makes Turf Masters different? It’s our people—people with a passion for quality lawn care work. People who take pride in providing remarkable customer service. People who do the right thing—even when no one is watching. Reputation matters to our Turf Masters family of brands, and our commitment to excellence and continuous improvement is at the root of Turf Masters. Our culture provides significant benefits, skill development, and opportunities for our employees. Turf Masters Brands is looking for a talented Generalist, People & Culture (HRG) with a minimum of five years of HR experience with a focus on Employee Relations and Engagement. If you excel in communication and enjoy fostering a positive work environment where employees thrive, this role is for you! The Opportunity The People & Culture Generalist plays a pivotal role in ensuring a responsive, compliant, and engaging workplace environment. This role requires a proactive approach to managing inquiries, compliance with leaves of absence and employment laws, and fostering employee engagement. The ideal candidate will demonstrate a high level of diligence and responsiveness, promptly addressing all questions and requests to ensure efficient and effective communication throughout the organization. Through developing strong, trust-based relationships, the P&C Generalist executes HR initiatives to effectively engage and retain talent to help the organization be successful. Provides subject matter expertise in key HR areas such as performance, employee relations, compliance, and training to support managers and team members to execute successfully on business objectives.

Requirements

minimum of five years of HR experience with a focus on Employee Relations and Engagement
excel in communication
enjoy fostering a positive work environment where employees thrive

Responsibilities

Provide support for the full employee lifecycle experience from onboarding to offboarding.
Follow new hires through the onboarding process and engage with them at various touchpoints to ensure they feel connected and supported.
Provide a smooth and positive offboarding experience and deliver insights on trends to help drive future retention improvements.
Assist with the integration and onboarding of employees from acquisitions, ensuring they smoothly transition into the company’s culture and align with organizational policies and practices.
Provide data related to orientation and onboarding and with recommendations for improvement with the intent of providing a welcoming and supportive environment that encourages team member participation and voice.
Collaborate with the Director of P&C, functional leadership, and Centers of Excellence to identify skill gaps in the existing workforce and with guidance from the Director of P&C, collaborate with appropriate departments and COEs to develop and implement solutions to close those gaps.
Monitor, and where necessary, collaborate with managers and supervisors to ensure performance reviews are completed timely and accurately.
Act as subject matter expert for all HR programs companywide including worker’s compensation, leave, recognition, compensation, etc.
Manage all leave programs from request to completion ensuring compliance with all applicable federal, state, and local laws as well as company policies and procedures.
Periodically report on all leave requests providing status updates and other key data to appropriate leadership.
Collaborate with leadership to implement/sunset programs as needed providing communication plans, reporting, etc.
Serves as the primary contact for handling workplace disputes and investigations, assisting managers and team members in effectively resolving conflicts.
Assists the Director of P&C with investigations for all employee relations matters, identifying and tracking key areas of concern, developing appropriate solutions, and ensuring implementation of remediation.
Advises supervisors in best practices concerning employee relations and strategies for managing supervisor problems and employee grievances.
Communicates with employees regarding employee relations concerns; provides guidance and recommendations for resolution of issues.
Provides guidance to managers and team members on concerns related to applicable Equal Employment Opportunity laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws- escalates high risk matters to P&C Director and Legal.
Collaborates with and supports managers in applying company policies on performance, discipline, and related matters, ensuring consistent implementation across the organization.
Ensures locations are compliant with current applicable federal, state, and local employment regulations regarding labor law postings as well as company policies regarding wages, overtime, work hours, workers compensation, unemployment, hiring/discharge, etc.