HR Generalist

PCG•Lenexa, KS

About The Position

The HR Generalist supports employees, leaders, and the HR Business Partner team across HR operations, people analytics, employee-relations support, and HR communications and engagement. The role also provides additional employee-relations support during periods of higher HRBP case volume while developing investigation, coaching, problem-solving, and business-partnership capabilities. It requires approximately 10% travel to company locations, meetings, and events; the qualifications also state willingness to travel approximately 10–15%.

Requirements

Bachelor’s degree in human resources, business, data analytics, communications, or a related field is preferred.
Two to four years of experience in HR, employee relations, HR operations, analytics, communications, or a related area is preferred.
General knowledge of employment practices and HR compliance requirements.
Strong analytical, problem-solving, written, verbal, and presentation skills.
Proficiency in Microsoft Excel and PowerPoint.
High energy, curiosity, initiative, and willingness to take ownership.
Ability to manage confidential and sensitive information with sound judgment.
Ability to turn information and data into clear, approachable communications.
Comfort shifting among administrative work, data analysis, employee concerns, and creative projects.
Ability to adjust priorities and remain responsive in a fast-moving environment.
Interest in developing broader employee-relations and HR business-partnership capabilities.
Ability and willingness to travel approximately 10–15%.

Nice To Haves

Experience with HR reporting or data-visualization tools.

Responsibilities

Coordinate and support new-hire orientation and related activities.
Assist with employment-based immigration processes, documentation, case tracking, and coordination with outside counsel.
Maintain accurate employee records, HR documentation, and required reporting.
Support regulatory activities, audits, recurring HR processes, and special projects.
Respond to questions about HR policies, programs, processes, and systems.
Identify opportunities to simplify, standardize, and improve HR workflows.
Prepare and maintain recurring HR reports, dashboards, and workforce metrics.
Analyze data to identify trends, inconsistencies, emerging risks, and improvement opportunities.
Track measures related to KPIs, people activity, compliance, engagement, and HR service delivery.
Help maintain accurate and complete information within HR systems.
Recommend metrics and reporting approaches that provide insight into people needs and organizational health.
Translate HR data into clear, practical information for HR and business leaders.
Provide additional employee-relations support to HR Business Partners during periods of increased case volume.
Manage assigned employee-relations matters with guidance from an HRBP, HRBP Supervisor, or other HR leader.
Respond to routine employee and leader questions and help resolve day-to-day workplace concerns.
Identify and escalate sensitive, complex, or higher-risk matters.
Travel to company locations when in-person employee-relations or HR support is needed.
Develop connections that increase awareness and understanding of HR programs, resources, initiatives, and events.
Assist with HR meetings, training sessions, employee events, and engagement activities.
Support change management for new HR programs, policies, processes, and systems.
Help coordinate employee engagement, recognition, culture-building, and company-values initiatives.
Support surveys, focus groups, feedback sessions, and other feedback methods.
Summarize employee feedback, identify themes, and assist HR and business leaders with related action planning.
Partner with internal stakeholders to promote a consistent and positive employee experience across locations.
Help maintain clear, consistent HR messaging that reinforces the organization’s culture and values.