Corporate HR Generalist

BradyPLUS•Jersey City, NJ

12h•$75,000 - $85,000

About The Position

The Corporate HR Generalist provides comprehensive HR support to the Enterprise Support Center (ESC) and leaders across multiple functions. The role serves as a trusted HR partner, advising on employee relations, performance management, organizational changes, talent initiatives, compensation and benefits programs, HR policies, employee engagement, and HR processes. The Corporate HR Generalist partners with HR Centers of Excellence and business leaders to deliver a consistent employee experience while supporting the needs of a growing and changing organization.

Requirements

Three to five years of progressive HR experience.
Experience with employee relations, investigations, performance management, and manager coaching.
Working knowledge of employment laws and HR best practices.
Strong HRIS and Microsoft Office skills.
Strong written communication, organization, judgment, and problem-solving skills.
Ability to manage confidential employee matters and multiple priorities.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
Experience supporting professional, corporate, or shared-services populations.
Experience supporting organizational change, reorganizations, or acquisitions/integrations.
SHRM-CP or PHR certification.

Responsibilities

Provide day-to-day HR guidance to ESC leaders and employees, and build partnerships with functional leaders to understand business needs and workforce priorities.
Coach managers on employee relations, performance management, organizational changes, HR policies, employee conversations, and performance expectations.
Connect corporate functions with HR specialty teams and partner with HR Centers of Excellence and business leaders.
Advise leaders on performance concerns, corrective action, attendance, policy interpretation, and employee relations matters.
Conduct employee investigations, prepare documentation, and escalate complex or higher-risk matters to senior HR leadership and Legal as appropriate.
Support reorganizations, integrations, acquisitions, consolidations, and other organizational changes, including employee communications and documentation for job, reporting, compensation, payroll entity, or benefit changes.
Support workforce and organizational planning and help employees and leaders navigate change while maintaining continuity and engagement.
Partner with Talent Acquisition on corporate hiring needs and support onboarding and integration of new employees.
Assist leaders with workforce planning, job changes, promotions, transfers, and organizational needs; partner with Talent Management on performance and talent initiatives.
Partner with Compensation, Benefits, Payroll, and HRIS teams to address employee and leader questions and support compensation reviews, promotions, job changes, and other employee transactions.
Educate employees and managers about HR programs, policies, and processes, and help identify and resolve payroll, benefits, and HRIS issues.
Maintain accurate employee information and documentation; coordinate employee transactions and organizational changes.
Prepare and analyze HR information to identify workforce trends and potential areas of concern.
Support audits, reporting, compliance initiatives, HR projects, and additional assigned projects.
Support employee engagement, recognition, retention, and culture initiatives; partner with leadership on communication strategies and recommend practical solutions to employee concerns.
Support corporate-wide HR initiatives and programs.