HR Generalist

Aston Carter•Flint, MI

6d•$55,000 - $65,000•Onsite

About The Position

This full-time HR Generalist position serves as the primary HR point of contact for employees, support staff, and supervisors. The role owns a broad range of human resources responsibilities, including employee relations, full-cycle recruiting, onboarding and offboarding, performance management support, and HR policy and process administration. The HR Generalist works closely with managers to address workplace concerns, support organizational changes, and continuously improve HR processes in a professional, employee-intensive environment. The position is fully onsite at a professional facility in Flint, Michigan, with standard hours of 8:00 a.m. to 4:30 p.m., Monday through Friday. It uses standard office technologies, including computers, HR systems, and Microsoft Office applications. The facility includes access to an onsite gym. This is a permanent position.

Requirements

At least 2 years of broad HR experience in an HR Generalist or similar role.
Demonstrated employee relations experience, including handling workplace concerns and supporting investigations and disciplinary documentation.
Experience with full-cycle recruiting or talent acquisition, including job postings, screening, interviews, and candidate communication.
Hands-on experience with onboarding and offboarding, including new-hire preparation and separation documentation.
Experience supporting performance management, including coaching, corrective actions, and performance documentation.
Knowledge of HR policies, processes, and HR administration, including updating procedures and employee handbooks.
Strong administrative and clerical skills, with high attention to detail and accuracy.
Strong organizational and time-management abilities, including the capacity to manage multiple priorities and deadlines.
Ability to handle confidential and sensitive HR information with professionalism and discretion.
Proficiency in Microsoft Word, Excel or spreadsheets, databases, and presentation software.

Nice To Haves

Approximately 25 or more years of broad HR Generalist experience preferred.
Experience providing managers and employees support across a range of HR topics.
Background in healthcare, behavioral health, residential services, nonprofit, or a similarly employee-intensive environment.
Experience coordinating training, leadership development, or professional development programs.
Experience supporting workforce planning and organizational change initiatives.
Demonstrated ability to improve HR processes and workflows to enhance efficiency and employee experience.

Responsibilities

Serve as the primary HR point of contact for employees, support staff, and supervisors, providing guidance on HR policies, procedures, and general employment matters.
Handle workplace concerns and general employment issues, ensuring timely, fair, and consistent resolution.
Document employee relations concerns, assist with investigations, and prepare disciplinary documentation as needed.
Recommend appropriate resolutions to employee relations issues in alignment with organizational policies and best practices.
Partner with hiring managers to understand staffing needs and develop accurate, compelling job descriptions.
Coordinate full-cycle recruiting activities, including job postings, resume screening, interview scheduling, and candidate communication.
Participate in interviews and candidate selection, providing input and recommendations to hiring managers.
Coordinate new-hire preparation and onboarding activities.
Conduct or support exit interviews, manage separation documentation, and oversee offboarding processes.
Update and maintain HR policies, procedures, and the employee handbook to reflect current practices and compliance requirements.
Assist managers with performance documentation, coaching, corrective actions, and performance management processes.
Coordinate training initiatives and leadership or professional development opportunities for employees and supervisors.
Support workforce planning and organizational changes, helping leaders align staffing and structure with operational needs.
Identify opportunities to improve HR processes and workflows, and implement enhancements to increase efficiency and effectiveness.
Use Word, Excel or spreadsheets, databases, and presentation software to create reports, maintain records, and support HR communications.
Maintain strict confidentiality when handling sensitive HR information, employee records, and investigation materials.