Human Resources Generalist II

Iowa State University•Ames, IA

About The Position

University Human Resources is seeking a collaborative, customer-focused HR Generalist II to serve as a trusted resource to leaders and employees. The role provides professional guidance across a broad range of human resource functions, working in partnership with HR Partners and central HR specialists to help managers navigate employee relations, performance management, staffing, compensation, policy interpretation, and organizational challenges. The position calls for strong HR knowledge, excellent communication skills, sound judgment, and a commitment to high-quality customer service.

Requirements

Bachelor’s degree.
Three years of related experience.
Legal authorization to work in the U.S. on an ongoing basis without sponsorship; immigration sponsorship is not available.
Demonstrated HR acumen and professional judgment.
Relationship-building and customer-service skills.
Written and verbal communication skills.
Conflict-management skills and ability to handle difficult conversations.
Critical-thinking and problem-solving skills.
Consultation and influencing skills.
Ability to make data-informed decisions.
Results orientation and accountability.
Organizational awareness and professionalism.
Adaptability and commitment to continuous learning.

Nice To Haves

Degree in Human Resources, Business Administration, or a related discipline.
Experience supporting managers with performance management, employee relations, workplace conflict resolution, and corrective action processes.
Experience implementing and administering HR policies and processes.
Experience conducting compensation reviews or salary analyses, or providing pay-related recommendations.
Experience using data and reporting tools to support HR decision-making.

Responsibilities

Build partnerships with managers and employees by providing timely, professional, customer-focused HR consultation.
Advise leaders on performance management, employee relations, policy interpretation, documentation, and corrective action processes.
Conduct compensation and salary analyses and guide leaders through pay-related decisions.
Analyze situations, identify underlying HR concerns, and recommend practical solutions that balance business needs, policy compliance, and employee experience.
Apply working knowledge of HR policies, employment practices, and university procedures to support consistency and compliance.
Assist with employee relations investigations and support conflict resolution efforts.
Deliver training and coaching to managers on HR programs, policies, and processes.
Maintain data integrity and use HR systems, reports, and information to support informed decision-making.
Collaborate with HR colleagues to provide seamless service and escalate complex issues appropriately.