Human Resources Generalist II

Frost Valley YMCA•Town of Neversink, NY

About The Position

POSITION SUMMARY: The HR Generalist II plays a pivotal role in fostering a positive work environment by ensuring company values and policies are upheld. This role emphasizes addressing employee concerns with fairness, designing tailored training programs, and deriving actionable insights from HR analytics. With exceptional interpersonal skills and a data-driven approach, the Generalist II assists the CPO in aligning initiatives with business objectives. Attention to detail is crucial, as this position works to exceed employee, stakeholder, and regulatory expectations. The overarching mission is to ensure a positive, compliant, and efficient workplace for all.The Generalist II will work to ensure that all Human Resource tasks and activities will be delivered at the highest standards to meet the mission of not only the Department, but the YMCA, the expectations of the staff and customers, all applicable state, county and American Camp Association standards, and the best interests of Frost Valley YMCA.

Requirements

Minimum 5 years of progressive Human Resources experience, including employee relations and payroll processing.
Demonstrated ability to analyze HR data and use insights to support data-driven decision making.
Strong interpersonal, communication, and facilitation skills with the ability to work effectively across all organizational levels.
High degree of initiative, organization, and discretion, with the ability to manage confidential information and prioritize competing responsibilities.
Proficiency in HRIS and payroll systems, Microsoft Office Suite, and Google Workspace.

Nice To Haves

SHRM-CP or PHR certification preferred; equivalent education, training, and experience will be considered.

Responsibilities

Payroll Administration
Process biweekly payroll for a large employee population with accuracy and timeliness.
Audit payroll data including timekeeping, wage changes, deductions, and benefit elections.
Ensure compliance with federal, state, and local wage and hour laws.
Partner with Finance to reconcile payroll reports and resolve discrepancies.
Employee Relations
Conduct objective and confidential investigations into employee complaints, grievances, and workplace concerns.
Document investigation findings and recommend actions aligned with organizational policies and legal requirements while maintaining detailed and accurate investigation records.
Conduct exit interviews to gather feedback and identify workplace improvement opportunities.
Advise managers on employee relations matters, risk mitigation, and preventative strategies.
Training, Analytics & Organizational Development
Assess organizational training needs through surveys, interviews, and consultation with managers.
Design, develop, and facilitate training programs, workshops, and learning initiatives.
Evaluate training effectiveness using feedback and performance metrics.
Collect and analyze HR data related to retention, engagement, hiring trends, and workforce productivity.
Generate HR reports and workforce metrics to inform leadership decision-making.
Support organizational change initiatives and assist with communication of change efforts across departments.
Employee Engagement & HR Programs
Develop and support employee engagement initiatives and recognition programs that enhance morale, retention, and productivity.
Assess employee satisfaction and recommend strategies to improve the overall work environment.
Assist in managing compensation and benefits programs, including job descriptions, salary structures, and benefits administration.
HR Operations & Compliance
Manage administrative HR processes including onboarding, new hire orientation, HRIS data management, benefits billing, workers’ compensation, and unemployment claims.
Maintain accurate employee records and ensure documentation is compliant and audit-ready.
Recommend improvements to HR policies, procedures, and workflows to enhance operational efficiency and employee experience.