Human Resources Generalist Business Partner

Pacific Service Credit Union•Concord, CA

13d•$39 - $51

About The Position

The HR Generalist serves as a trusted People Operations Business Partner to assigned Credit Union departments, supporting leaders and employees throughout the employment lifecycle. The role provides guidance and hands-on support across employee relations, recruitment, compliance, employee experience, communications, recognition, events, workers’ compensation, and HR technology. Two HR Generalists collectively share responsibility for these functions. Each is assigned primary areas of responsibility and departmental partnerships based on organizational needs, workload, and individual strengths. Both collaborate closely, maintain cross-functional knowledge, and provide backup support to ensure consistent and responsive service. The position calls for an organized, dependable person with strong communication skills who can complete work accurately and on time. It supports day-to-day activities and assigned projects while contributing to organizational goals, core values, and member/service outcomes. The schedule is generally Monday through Friday, 8 a.m. to 5 p.m., with some alternate work schedules. The role is eligible for the credit union’s telecommute policy and requires less than 10% local travel, primarily for training, meetings, or special projects.

Requirements

Bachelor’s degree in Human Resources or a related field, or equivalent relevant work experience.
Four to six years of progressive human resources experience, including benefits and leave administration, performance management, employee relations, and recruitment.
In-depth knowledge of HR laws, principles, and practices concerning compliance with federal, state, and local laws and regulations.
Extensive knowledge of federal and California employment laws, including wage and hour regulations.
Professionalism, discretion, and emotional intelligence in handling sensitive matters.
Clear, concise oral and written communication and project management skills.
Ability to work effectively as a self-starter both independently and collaboratively, with strong organizational and interpersonal skills, in a fast-paced, dynamic environment.
Ability to exercise independent judgment and make sound daily decisions.
Strong attention to detail, analytical, problem-solving, and critical-thinking abilities, including assessing complex issues and providing practical, scalable recommendations.
Ability to work professionally with all levels of Credit Union staff, including senior executives, while maintaining confidentiality.
Ability to identify workflow-streamlining opportunities and recommend process improvements.
Proficiency in HRIS and ATS software; ADP is preferred.
Excellent oral and written communication skills.
Proficiency with computer programs such as Microsoft Office Suite.
Ability to hear and comprehend spoken communication in person and over the phone.
Ability to view computer screens and read documentation clearly and accurately.
Ability to speak clearly and effectively with colleagues and/or members; frequent use of a telephone headset may be required.
Proficient use of hands and fingers for typing, operating office equipment, and handling documents.
Ability to sit or stand at a workstation for extended periods; adjustable sit/stand desk options may be available.
Ability to move within the office to attend meetings or assist colleagues as needed.
Occasionally lift and carry materials weighing up to 30 lbs.
Work generally Monday through Friday, 8 a.m. to 5 p.m., with some alternate work schedules; limited local travel of less than 10% is required.

Nice To Haves

PHR or SHRM-CP certification is highly preferred.
Experience working with mid-to-large employers is preferred.
Experience with ADP is preferred.

Responsibilities

Serve as a primary People Operations Business Partner for assigned Credit Union departments and build relationships with department leaders to understand operations, workforce needs, challenges, and goals.
Advise leaders on employee relations, performance management, goals, staffing, organizational changes, policy interpretation, and other people-related matters.
Partner with leaders to identify workforce trends, employee concerns, and opportunities to improve team effectiveness and employee experience, providing guidance aligned with Credit Union policies, values, business objectives, and applicable employment laws.
Support and oversee employee-experience initiatives throughout the employment lifecycle; evaluate feedback and identify opportunities to improve engagement, communication, retention, and workplace practices.
Coordinate employee recognition programs and help ensure employees are acknowledged meaningfully and equitably.
Plan and support employee events, engagement activities, celebrations, and other culture-building initiatives.
Deliver HR-related training, such as new-hire orientation, benefits onboarding, workplace conduct, safety, and Credit Union policies.
Coordinate People Operations communications; draft, review, and distribute communications about policies, programs, benefits, events, organizational updates, and workplace matters; maintain related channels, calendars, resources, and materials.
Partner with hiring managers to clarify staffing needs, position requirements, selection criteria, and recruitment timelines; coordinate recruitment with the external recruiting resource; monitor progress and help resolve delays or barriers.
Guide leaders and employees on workplace concerns, performance issues, policy application, conflict resolution, and corrective action.
Conduct or support prompt, thorough, and impartial workplace investigations in collaboration with the HR Manager; help document performance concerns, coaching conversations, and corrective actions; identify trends and recommend proactive solutions.
Escalate complex or high-risk employee matters to the HR Manager or Chief People Officer, as appropriate, and maintain confidentiality and sound judgment when handling sensitive matters.
Support compliance with federal, state, and local employment laws and regulations; assist with developing, reviewing, communicating, and consistently applying People Operations policies and procedures.
Monitor employment-law developments and recommend updates; maintain accurate documentation and records for audits, reporting, investigations, and regulatory compliance; assist with audits and required employment-related reporting; help identify and mitigate employment-related risk.
Coordinate workers’ compensation claims, including reporting, documentation, communications, and follow-up; liaise with employees, leaders, claims administrators, medical providers, and insurance partners.
Support return-to-work and transitional-duty processes; monitor open claims, maintain confidential records, and work with stakeholders to identify workplace safety trends and ways to reduce injuries and claims.
Support effective use of HR technology, systems, and digital tools; identify technology and process-improvement opportunities; coordinate system access, testing, implementation, upgrades, troubleshooting, and user support.
Maintain HR system data accuracy and appropriate access, privacy, and security controls; develop instructions, resources, and training for system users; generate reports and analyze workforce data to support decisions.
Contribute to innovation and continuous improvement, take ownership of responsibilities, meet deadlines, deliver high-quality work, uphold professional standards, and support the Credit Union’s culture, mission, and values.
Demonstrate dependable attendance and punctuality and comply with anti-money laundering laws, including the Bank Secrecy Act, OFAC regulations, and the USA PATRIOT Act, and related policies and procedures.
Provide backup and support to management as directed and perform special projects and other responsibilities as directed.

Benefits

97% of medical insurance premiums paid by the employer and 100% of dental, vision, disability, and basic life insurance premiums paid for full-time employees; low monthly premium for eligible dependents.
401(k) contribution of 3% of base salary regardless of employee contributions, plus a match of 75% of employee contributions up to the first 3% of eligible compensation beginning after the first day of employment and up to 6% after three years of service.
Annual organizational-goals bonus program.
Tuition reimbursement for eligible employees after six months of service.
Employee recognition program.
Employee referral bonus.
Monthly student loan repayment assistance contributions after six months of service.
Consumer loan rate discount for employees.
More than two weeks of vacation per year for full-time employees.
11 paid holidays and 10 days of sick leave for full-time employees.