HR Generalist

Goodwill Brand•Winston-Salem, NC

31d

About The Position

The HR Generalist is a trusted business partner to key leaders and team members across all locations in the Northwest NC territory. This role serves as the primary employee relations contact, coaches leaders, and executes core talent management programs (performance, succession, and development). The HR Generalist balances strategic consultation with handsâon HR operations to strengthen culture, mitigate risk, and drive workforce outcomes.

Requirements

Bachelor’s degree in HR, Business, or related field required; advanced coursework preferred.
5–8 years of progressive HR generalist experience with substantial employee relations responsibility.
Proven success supporting multiâsite operations (e.g., retail, manufacturing, hospitality, nonprofit, distribution).
Demonstrated facilitation of performance/talent review processes.
Experience coaching frontline and senior leaders.
Advanced computer skills.
Proficient in Microsoft Office Suite.
Excellent communication skills—both written and verbal.
Strong decision-making capabilities with a strong focus on compliance and integrity.
Ability to work independently and multi-task.
Excellent time management and problem-solving skills.
Must be able to prioritize tasks and adjust to accommodate urgent needs.
Ability to think critically and look for solutions.
Driver’s license and access to a personal vehicle required.
Ability to travel up to 75%, required.

Nice To Haves

SHRMâCP/PHR (or higher) highly preferred.
UKG experience highly preferred.
Project management experience, highly preferred.
Bilingual in Spanish preferred.

Responsibilities

Serves as the initial Employee Relations contact responsible for coaching and resolving issues involving policy adherence, performance, conduct, and workplace conflict.
Assists third-party ER partner in investigations and advising leaders on disciplinary processes, performance improvement plans, and terminations.
Monitors ER metrics and presents insights to leadership with action plans.
Develops strong support relationships with DGR leaders, providing guidance and counsel on daily issues.
Serves as a liaison between our external ER vendor (Davidson group) and field leaders to help create a seamless internal customer service experience.
Facilitates performance management cycles (goalâsetting, checkâins, calibration); coaches leaders on highâquality feedback and development planning.
Supports succession planning and IDPs.
Partners with Talent Acquisition on workforce planning, internal mobility, and critical role pipelines.
Partners with training team to deploy targeted development initiatives.
Uses a structured talent framework to align activities with business strategy and measure impact on retention, readiness, and promotion.
Responsible for building consultative relationships with leadership teams, translating business goals into people development and HR solutions.
Provides dataâdriven insights (turnover, ER trends, staffing, productivity) and recommendations to key leaders.
Champions an inclusive, valuesâaligned culture; ensuring practices uphold dignity, fairness, and compliance.
Interprets and applies federal, state, and local employment laws.
Updates SOPs.
Conducts policy training and compliance spotâchecks.
Ensures secure employee records and strict confidentiality.
Participates in and leads departmental and organizational projects as a SME, providing insights and recommendations to ensure compliance and a team-member focused approach.