Generalist, Human Resources

Centric Brands•New York, NY

29d•$75,000 - $85,000•Hybrid

About The Position

The HR Generalist provides operational and administrative support to the Human Resources Business Partner (HRBP) team across a broad range of HR functions, including onboarding, employee relations, talent processes, performance management, acquisitions integration, reporting, and employee development initiatives. This role serves as a key liaison between HR and the business to ensure a seamless employee experience and consistent application of HR policies and practices.

Requirements

4 or more years of related HR experience preferred
Highly proficient in creating professional PowerPoint presentations
Ability to build and develop relationships and collaborate effectively across Talent, Benefits, Finance, Communications, and the Business Stakeholders
Business acumen and proficient Human Resources knowledge
Strong communication skills (verbal and written) and interpersonal skills (approachable and engaging)
Exceptional intuition, sensitivity, listening, and problem-solving skills
Strong organizational and time management skills; ability to work effectively with limited supervision

Nice To Haves

Experience supporting acquisitions or organizational integration efforts is a plus.

Responsibilities

Support HRBPs with day-to-day HR operations and administrative activities.
Assist the HRBP/Talent Team by providing details and coordination support for posting open roles.
Maintain employee records, organizational data, and HR databases with accuracy and confidentiality, including processing employee changes and updates.
Prepare HR reports, metrics, and workforce data.
Ensure compliance with federal, state, and local labor laws, company policies, and HR best practices.
Pull ad hoc reports (townhalls, anniversaries, new hire breakfasts, reporting changes, comp history)
Assist with org chart creation to support org development
Partner with hiring managers to review onboarding tools, expectations, and timelines to ensure onboarding plans are successfully executed.
Manage onboarding schedules and calendars for VP-level hires and above.
Support HRBPs with 30-60-90 day new hire follow-up processes.
Coordinate with hiring managers and IT teams to support new hire setup, including equipment, VPN access, SAP/PLM/AO access, and other system requirements.
Conduct exit interviews and support offboarding processes, including documentation and reporting trends.
Assist with employee offboarding activities and system access coordination.
Assist with space planning
Support new hire orientation efforts as needed.
Create severance spreadsheets and separation agreements.
Provide onboarding and integration support for acquisition-related hires, including: Scheduling, coordinating, and tracking interviews, Determining IT and workspace requirements, Scheduling and facilitating orientation sessions, Coordinating internal communications, Assisting with space planning and integration activities
Respond to employee inquiries related to HR policies, benefits, procedures, and workplace practices.
Support HRBPs in addressing employee concerns and assisting with conflict resolution and employee relations matters.
Promote positive employee engagement and support a culture of inclusion and collaboration.
Coordinate performance review processes, including tracking timelines, sending reminders, managing documentation, and supporting goal cascade activities.
Assist HRBPs with employee development initiatives and talent planning activities.
Support the creation and follow-up of Individual Development Plans (IDPs), including researching development opportunities and tracking progress.
Collaborate with HRBPs to support career development discussions and action planning initiatives.