HR Generalist

Fresh Food Concepts, LLC•Richardson, TX

14d

About The Position

The HR Generalist supports the employee life cycle for GBC Food Services' corporate, field, warehouse, and multi-location teams. Serving as a first point of contact for employees and managers, this role provides practical policy guidance and coordinates recruiting, onboarding, employee relations, benefits, payroll and leave administration, performance management, HR records, training, and offboarding. Success is measured by responsive service, accurate records, compliant and consistent processes, timely escalation, effective manager partnership, and a positive employee experience. This position does not normally have direct supervisory responsibility. It provides day-to-day HR guidance to managers and employees and escalates matters requiring HR leadership, legal, payroll, benefits, or executive review. The role may coordinate HR interns, temporary staff, vendors, or project teams and help onboard new HR team members. It also partners with leaders on recognition, coaching, performance improvement, corrective action, and separation processes in accordance with company policy. The role is full-time, Monday through Friday. Flexibility for early mornings, evenings, weekends, or urgent employee matters may be needed as business needs require. Domestic travel of up to 10–20% may be required, including occasional overnight travel to corporate, field, warehouse, retail, training, or other locations. The position requires the ability to sit for prolonged periods, work on a computer, and communicate effectively by phone, video, and in person. It also requires the ability to stand, walk, bend, reach, occasionally lift up to 15 pounds, and travel by air and ground while working in varied business environments, with reasonable accommodation as applicable. GBC Food Services is an equal opportunity employer that values diversity and is committed to fostering an inclusive environment. Employment decisions are based on merit, qualifications, and business needs. This job description is not exhaustive; duties and responsibilities may change or be assigned at any time with or without notice.

Requirements

Practical knowledge of recruiting, onboarding, employee relations, performance management, benefits, leave, records, and offboarding.
Working knowledge of FLSA, FMLA, ADA, Title VII, EEO, I-9, wage-and-hour, and state or local requirements, including knowing when to escalate.
Ability to address sensitive concerns, conduct fair fact-finding, resolve conflict, document objectively, and protect confidentiality.
Proficiency with HRIS, applicant-tracking systems, Microsoft 365, and Excel; ability to maintain accurate data and reports.
Clear writing, speaking, coaching, and training skills; ability to build trust and influence without direct authority.
Strong attention to detail, follow-through, prioritization, and customer service in a fast-paced, multi-location environment.
At least three years of progressive HR experience, including direct employee-relations and manager-support responsibilities, strongly preferred.
Ability to meet travel requirements.
Ability to sit for prolonged periods, work on a computer, communicate effectively by phone, video, and in person, stand, walk, bend, reach, occasionally lift up to 15 pounds, and travel by air and ground.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent education and experience may be considered.
At least three years of progressive HR experience, including direct employee-relations and manager-support responsibilities.
Multi-state or multi-location foodservice, retail, hospitality, distribution, or franchise experience.
SHRM-CP, PHR, or comparable certification.

Responsibilities

Coordinate the employee life cycle from approved requisitions, postings, screening, interviews, offers, and pre-employment steps through onboarding, changes, transfers, and offboarding.
Respond to policy, process, and workplace questions; provide consistent guidance, document significant matters, and promptly escalate risk.
Support employee-relations intake, fact-finding, investigations, objective documentation, recommendations, communication, and follow-up with HR leadership.
Coach managers on attendance, conduct, performance, conflict, and respectful workplace expectations; prepare documentation and support difficult meetings.
Maintain accurate HRIS data and confidential personnel records, including hire, job, pay, leave, transfer, termination, I-9, retention, and audit documentation.
Coordinate benefits enrollment, payroll-impacting changes, leaves, accommodations, and workers' compensation with internal specialists, vendors, and managers.
Support federal, state, and local employment compliance, required notices, recordkeeping, audits, and policy updates.
Facilitate new-hire orientation and employee or manager training on policies, documentation, performance, conduct, and assigned HR topics.
Partner with hiring leaders on workforce needs, sourcing, interviews, selection decisions, candidate communication, and candidate experience.
Support performance reviews, goal setting, development plans, talent reviews, succession discussions, and follow-up actions.
Maintain job descriptions, organization charts, position records, reporting relationships, and compensation or organizational-change approvals.
Analyze headcount, turnover, vacancies, attendance, leave, employee-relations trends, and HR service metrics; report findings and recommend improvements.
Support engagement, retention, recognition, culture initiatives, HR projects, and vendor relationships while providing timely service.
Prepare and process payroll.
Provide day-to-day HR guidance and escalate matters requiring HR leadership, legal, payroll, benefits, or executive review.
May coordinate HR interns, temporary staff, vendors, or project teams and help onboard new HR team members.
Partner with leaders on recognition, coaching, performance improvement, corrective action, and separation processes in accordance with company policy.