HR Generalist

Omega Healthcare Solutions•FL, FL

1d•$79,040 - $81,000•Onsite

About The Position

The HR Generalist serves as the primary onsite HR point of contact for employee relations matters within the Indianapolis contact center. This role involves receiving, assessing, documenting, and resolving employee concerns related to conduct, performance, policy interpretation, and other HR-related issues. A key responsibility is conducting timely, fair, and well-documented workplace investigations. The Generalist will manage cases from intake to closure, escalating complex or sensitive matters as needed. They will also support issues involving harassment, discrimination, retaliation, and policy violations. Additionally, the role involves coaching managers on performance expectations and corrective actions, guiding them through disciplinary processes, and reviewing proposed actions for consistency and documentation. The HR Generalist will act as a trusted advisor to site leaders, providing guidance on employee relations, policy interpretation, engagement, retention, and workforce matters. They will also maintain a visible onsite presence, conduct employee check-ins and listening activities, and partner on engagement and culture initiatives. Ensuring compliance with company policies and employment laws, maintaining accurate records, and supporting various HR functions like benefits and leave administration are also crucial. The role requires tracking HR data, providing insights on trends, and utilizing HR systems for data-informed decisions. Success in this role depends on strong employee relations judgment, investigation skills, coaching abilities, discretion, and the capacity to manage multiple sensitive matters efficiently.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.
Four or more years of progressive Human Resources experience, including substantial hands-on employee relations responsibility.
Demonstrated experience independently conducting workplace investigations and advising leaders on corrective action, performance management, attendance, and policy application.
Working knowledge of federal employment practices and the ability to apply company policy consistently in day-to-day employee relations decisions.
Experience supporting a high-volume hourly workforce and working directly with frontline leaders and employees.
Strong documentation, communication, judgment, confidentiality, and conflict-resolution skills.
Must maintain strict confidentiality and be able to work onsite in Indianapolis on a regular basis.

Nice To Haves

Experience supporting a contact center, BPO, healthcare services, shared services, or other metric-driven operating environment.
Experience supporting an onsite workforce with multiple shifts or extended operating hours.
Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Experience with Oracle HCM, ADP, employee relations case-management tools, or comparable HR technology.
Knowledge of Indiana employment practices and experience partnering with centralized Legal, Compliance, Benefits, Payroll, and Leave teams.

Responsibilities

Serve as the primary onsite HR point of contact for employee relations matters across the Indianapolis contact center.
Receive, assess, document, and resolve employee concerns involving workplace conduct, interpersonal conflict, attendance, performance, policy questions, and other employee relations issues.
Conduct timely, fair, and well-documented workplace investigations, including complaint intake, witness interviews, evidence review, findings, and recommended next steps.
Manage employee relations cases from intake through closure and escalate high-risk, legally sensitive, or precedent-setting matters to Employee Relations leadership, Legal, or Compliance as appropriate.
Support matters involving harassment, discrimination, retaliation, workplace behavior, ethics concerns, and other policy violations in accordance with established investigation and escalation protocols.
Coach managers and team leaders on performance expectations, attendance issues, behavioral concerns, documentation standards, and appropriate corrective action.
Guide leaders through performance improvement plans, written warnings, final warnings, and other progressive-discipline actions to support consistency and defensible documentation.
Review proposed corrective actions and involuntary separations for policy consistency, supporting documentation, and appropriate escalation before action is taken.
Participate in difficult employee conversations, disciplinary meetings, and termination meetings as needed.
Identify recurring performance or conduct trends and partner with site leadership on targeted interventions and manager capability building.
Act as a trusted advisor to site leaders, managers, and team leaders on employee relations, policy interpretation, employee engagement, performance, retention, and workforce matters.
Coach leaders on effective communication, conflict resolution, documentation, feedback, accountability, and consistent people-management practices.
Provide practical HR guidance that balances employee experience, operational requirements, policy, risk, and business needs.
Partner with leadership on organizational changes, workforce actions, shift or schedule changes, and other people-related initiatives affecting the Indianapolis workforce.
Maintain a visible onsite HR presence and provide employees with a trusted, accessible resource for workplace questions and concerns.
Conduct employee check-ins, stay interviews, exit interviews, and other listening activities to identify themes affecting engagement, retention, attendance, and the employee experience.
Partner with site leadership and HR teams on engagement action plans, recognition activities, employee communications, and culture initiatives.
Support onboarding and new-hire integration by reinforcing policies, workplace expectations, available HR resources, and escalation channels.
Monitor attrition and employee-relations trends and recommend practical actions to improve retention and workforce stability.
Ensure employee relations and performance-management actions are administered consistently with Omega policies and applicable federal, state, and local employment requirements.
Maintain accurate, confidential, and audit-ready employee relations records, investigation files, corrective-action documentation, and supporting materials.
Partner with Benefits, Leave Administration, Payroll, HR Operations, Recruiting, Learning & Development, IT, and other functions to resolve employee issues and ensure effective handoffs.
Support accommodation, leave, and return-to-work processes by coordinating with the appropriate centralized HR, Benefits, or compliance resources and ensuring managers understand required actions.
Support HR audits, compliance reviews, policy rollouts, required training, and site-specific HR initiatives.
Supports leave management alongside the benefits COE.
Track employee relations case volume, investigation themes, corrective actions, attendance concerns, turnover, exit reasons, and other relevant workforce indicators.
Provide recurring updates and actionable insights to U.S. HR and site leadership on employee relations trends, emerging risks, and opportunities for manager or workforce intervention.
Use HR systems and available workforce data to identify patterns and support consistent, data-informed people decisions.