HR Generalist

Quanta Infrastructure Solutions Group, LLC•Vancouver, WA

9d•$80,000 - $120,000

About The Position

The HR Generalist provides day-to-day human resources support and guidance to employees, supervisors, and project leadership across QISG. The role partners with business leaders to administer performance management, learning and development, succession planning, leave administration, work authorization verification, and general HR compliance, helping maintain consistent, compliant, and employee-centered HR practices across the organization. QISG leverages Quanta’s resources to provide collaborative solutions for energy infrastructure projects. Its capabilities span planning, design, engineering, project management, maintenance, construction, safety, quality, procurement, right-of-way acquisition, scheduling, environmental planning, permitting, title, and land management.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; an equivalent combination of education and progressive HR experience may be considered instead of a degree.
At least 3 years of progressive HR experience.
Experience supporting geographically dispersed, multi-site, or project-mobilized workforces.
Working knowledge of employment law, including FMLA, ADA, Title VII, FLSA, and multi-state leave requirements.
Ability to build credibility and influence with senior leaders and operations managers in a fast-paced environment.
Exceptional judgment and discretion, with the ability to handle sensitive and confidential matters professionally.
Strong analytical skills and ability to interpret HR data and metrics, make decisions, and communicate insights to business leaders.
Effective written and verbal communication skills, including the ability to tailor messaging for diverse audiences.
Proficiency with Microsoft Office Suite.
Ability to manage competing priorities, meet deadlines, and operate with agility in a dynamic, high-growth environment.

Nice To Haves

Prior experience in an EPC, construction, energy, or utilities environment is strongly preferred.
Experience with HRIS platforms such as Workday, SAP SuccessFactors, or similar.

Responsibilities

Serve as the first point of contact for employees and managers on HR policies, procedures, and employee relations matters.
Support onboarding, including first-day logistics and new-hire orientation, and offboarding, exit interviews, and coordination with payroll, benefits, and IT.
Maintain accurate, compliant employee records, personnel files, status changes, and organizational data.
Create Personnel Action Notices for employee changes and provide appropriate information to the data-entry team.
Advise supervisors on performance concerns, disciplinary actions, and terminations, partnering with legal counsel as needed.
Lead investigations and advise leadership on appropriate actions.
Respond to employee inquiries about pay, benefits, policies, and company programs, escalating complex issues as appropriate.
Support staffing needs and coordinate workforce planning with Talent Acquisition and leadership.
Administer the performance review cycle, including timeline communications, system administration, and completion tracking.
Coach managers on goal setting, effective feedback, and documenting performance conversations.
Support calibration discussions to promote consistent and fair ratings across departments.
Partner with leadership to develop and manage Performance Improvement Plans and track progress and outcomes.
Analyze performance data to identify workforce trends, skill gaps, and development opportunities.
Conduct training needs assessments with department leaders; design, source, and deliver HR-related training programs.
Support career development conversations and identify internal mobility opportunities.
Facilitate talent review and succession-planning discussions with department leadership; help identify high-potential employees and critical roles requiring succession coverage.
Maintain succession-planning documentation and talent pipelines, and track successor readiness and development plans.
Administer leave programs, including FMLA, ADA accommodation requests, state and local leave laws, military leave, and company-provided leave.
Maintain leave records and reporting, and monitor compliance with federal, state, and local leave regulations across multi-state operations.
Partner with managers on interactive-process discussions and reasonable accommodations.
Administer Form I-9 completion for new hires and monitor work-authorization expirations, visa statuses, and re-verification requirements.
Partner with immigration counsel on visa sponsorship petitions and status changes as needed.
Maintain audit-ready I-9 and work-authorization documentation and support internal and external compliance audits.
Support EEO/Affirmative Action Plan reporting and OFCCP compliance requirements as needed.
Maintain compliant personnel records under applicable employment laws, including FLSA, ADA, Title VII, and state wage-and-hour laws.
Monitor and update HR policies and the employee handbook to reflect employment-law developments across applicable states and jurisdictions.
Support internal and external audits, government reporting such as EEO-1 and VETS-4212, and unemployment claims administration.
Stay current on employment-law developments affecting a multi-state workforce and recommend policy updates.
Adhere to and champion internal standards, policies, safety protocols, and quality procedures.
Perform special projects and additional responsibilities as assigned.