HR Generalist

Joint Commission•Oakbrook Terrace, IL

29d•$76,000 - $97,500

About The Position

The HR Generalist is a key member of the HR Business Partner team, providing comprehensive human resources support to employees and managers in assigned business areas. The role manages a broad range of employee lifecycle activities, advises on employee relations and performance matters, supports talent and organizational initiatives, and partners with the Director, Strategic HR Business Partner to deliver effective HR solutions. The HR Generalist independently handles matters within the role’s established scope, identifies workforce trends and emerging concerns, and escalates issues that involve greater complexity, risk, or strategic business considerations. The position also develops business acumen and capabilities in consultation, employee relations, talent management, and workforce analysis to support potential career progression within the HR Business Partner function. The role supports HR processes and systems, including Workday, and works with HR Centers of Excellence and other partners to deliver consistent employee and manager support. It applies HR policies and practices consistently, maintains confidentiality and appropriate documentation, and contributes to HR projects, organizational changes, and enterprise initiatives.

Requirements

Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related discipline, or an equivalent combination of education and relevant experience.
Four or more years of progressively responsible human resources experience, preferably with broad generalist responsibilities.
Demonstrated experience advising managers and employees on employee relations, performance management, policy interpretation, and employee lifecycle matters.
Experience working with human resources information systems.
Strong working knowledge of HR practices and employment-related principles.
Sound judgment in deciding when matters should be resolved independently or escalated.
Effective manager coaching, consultation, and problem-solving skills.
Strong interpersonal and communication skills, including the ability to build trusted relationships across organizational levels.
Analytical skills and comfort working with workforce information and identifying trends.
Strong organization, ownership, follow-through, and ability to manage multiple priorities.
Discretion and sound judgment when handling confidential or sensitive information.
Curiosity about business operations and how HR contributes to organizational effectiveness.

Nice To Haves

Workday experience.
SHRM-CP, PHR, or comparable professional HR certification.

Responsibilities

Serve as a primary HR resource for managers and employees in assigned business areas, advising on policies, practices, performance management, workplace expectations, employee concerns, and lifecycle matters.
Develop working knowledge of assigned business areas, including organizational structure, leadership, workforce priorities, and talent needs.
Manage routine and moderately complex employee relations matters involving performance, attendance, conduct, interpersonal conflict, and policy interpretation.
Coach managers on expectations, feedback, documentation, corrective action, and difficult employee conversations.
Conduct or support fact-finding and workplace investigations within the role’s scope, escalating complex, high-risk, or sensitive matters.
Provide support throughout the employee lifecycle, including onboarding, promotions, transfers, internal movement, organizational changes, leaves, return-to-work activities, and separations.
Coordinate with HR Centers of Excellence and other partners to provide timely and consistent support.
Support talent reviews, succession planning, employee development, performance management, engagement initiatives, and other talent processes.
Help managers follow through on talent actions and development priorities, and participate in talent discussions to understand workforce capability and organizational needs.
Monitor workforce information, including turnover, vacancies, employee relations activity, performance trends, and engagement results; identify recurring themes and emerging concerns and discuss observations with the Director, Strategic HR Business Partner.
Use Workday and other HR systems to manage and monitor employee information, transactions, workflows, and HR activities; support managers’ use of HR systems and self-service capabilities.
Promote accurate and timely HR processes and identify opportunities to improve efficiency, consistency, and the employee and manager experience.
Support organizational changes, workforce initiatives, new HR programs, policies, and processes; help managers and employees understand changes and identify implementation concerns.
Apply HR policies and practices consistently, maintain appropriate documentation and confidentiality, and recognize and escalate potential employment, employee relations, or organizational risks to the Director, Strategic HR Business Partner and appropriate HR or Legal resources.
Participate in HR projects, cross-functional initiatives, and enterprise programs, partnering with HR Centers of Excellence and other HR colleagues to implement programs and provide feedback on business needs and improvement opportunities.