Human Resource Generalist

Lutheran Social Services of the Southwest•Tucson, AZ

2d•$65,000 - $75,000

About The Position

The Human Resource Generalist supports the VP of Human Resources and Administration by leading day-to-day human resources operations while strengthening leadership capability, employee engagement, and organizational effectiveness. This role partners with leaders across the organization to develop talent, improve performance, and ensure HR practices align with the mission, values, and strategic priorities of Lutheran Social Services of the Southwest.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred
Five (5) years of progressively responsible Human Resources experience
Experience providing employee relations guidance and coaching leaders
Previous leadership or supervisory experience required
Knowledge of employment law and HR best practices
Ability to coach and influence leaders while building strong working relationships
Strong communication, facilitation, and conflict-resolution skills
Ability to manage multiple priorities while maintaining confidentiality
Proficiency with HRIS platforms and Microsoft Office applications
Strong analytical, organizational, and problem-solving abilities

Nice To Haves

Experience facilitating training or employee development initiatives preferred
Bilingual English/Spanish preferred
Professional Human Resources certification preferred (e.g., SHRM-CP, SHRM-SCP, PHR, or SPHR)

Responsibilities

Provides leadership for the Human Resources team by directing daily operations, setting priorities, and ensuring responsive, accurate, and legally compliant HR services.
Coaches and supports HR staff to promote consistency, accountability, and quality across HR functions.
Partners with organizational leaders on employee relations, policy interpretation, workplace investigations, and complex employment matters.
Develops, reviews, and maintains HR policies, procedures, and best practices aligned with organizational objectives and employment laws.
Ensures consistent application of HR practices throughout the employee lifecycle.
Leads recruitment and talent acquisition strategies to attract, hire, and retain qualified employees.
Partners with organizational leaders to identify talent needs and strengthen workforce capabilities.
Leads initiatives that support leadership development, employee engagement, and continuous learning.
Develops opportunities for employee growth and career development across the organization.
Supports succession planning and prepares employees and leaders for future roles and responsibilities.
Guides leaders through the performance management process and promotes accountability across the organization.
Provides coaching and support to leaders in addressing performance concerns and employee development needs.
Utilizes HR metrics and workforce data to identify trends, assess outcomes, and inform HR strategies.
Supports initiatives focused on employee engagement, retention, performance improvement, and employee experience.
Translates HR data and trends into actionable recommendations that support informed leadership decision-making.
Leads and supports strategic HR initiatives, process improvements, workforce planning, and cross-functional projects.
Develops workforce plans that align staffing levels, position needs, and talent requirements with organizational priorities.
Maintains an understanding of nonprofit funding allocations, grants, and contracts to ensure staffing strategies and employment actions align with funding and contractual requirements.
Ensures position funding and staffing decisions are consistent with applicable contractual and funding requirements.
Provides strategic and analytical support to organizational leaders on workforce and HR-related matters.