Human Resources Generalist

Jewish Family and Children's Service of Minnesota•Robbinsdale, MN

1d•$70,000 - $75,000•Hybrid

About The Position

The Human Resources Generalist plays a key role in supporting staff and supervisors by focusing on performance management, employee relations, and professional development. This role coordinates the agency’s performance development processes, including check-ins and reviews, and provides guidance to supervisors and staff on performance expectations and employee growth. The HR Generalist also assists with employee relations, serving as a first point of contact for workplace concerns, coaching supervisors on effective practices, and ensuring policies are applied consistently and equitably. In addition, the HR Generalist supports staff learning and development by coordinating training programs, maintaining professional development records, and occasionally delivering training sessions. The HR Generalist collaborates closely with the Human Resources Manager on department initiatives and serves as a backup to the HR Coordinator on recruiting needs. By supporting performance, development, and employee engagement, the HR Generalist helps strengthen a workplace culture that reflects the agency’s values of compassion, inclusion, innovation, integrity, and collaboration.

Requirements

At least 3–5 years of progressive HR experience, including responsibilities in performance management and employee relations; experience in training and development preferred.
Experience supporting supervisors and staff in a professional setting; nonprofit sector experience preferred.
Familiarity with employment law and HR best practices.
Experience with HRIS systems (Paylocity preferred).
Strong interpersonal skills with the ability to build supportive, professional relationships with staff and supervisors.
Excellent oral and written communication skills, including the ability to explain policies and provide guidance in a clear and respectful way.
Ability to manage most employee relations issues, providing guidance and coaching to supervisors, and recognizing when to involve HR leadership for more complex matters.
Skilled in coordinating and supporting training and professional development programs.
Strong organizational skills and attention to detail, with the ability to manage multiple projects and deadlines.
Sound judgment, discretion, and the ability to handle confidential information professionally.
Adaptable and collaborative, with a problem-solving mindset.
Proficiency with Microsoft Office Suite (Outlook, Word, Excel) and HRIS systems.
Respects and reflects the agency’s values: compassion, inclusion, innovation, integrity, and collaboration.
Ability to travel to all office locations (Golden Valley, Saint Paul, Minneapolis).

Nice To Haves

SHRM-CP or equivalent certification preferred but not required.

Responsibilities

Coordinate the agency’s performance development processes, including check-ins and reviews.
Provide tools, training, and support to supervisors and staff to ensure performance management practices are applied consistently.
Track and maintain performance-related data in the HRIS system.
Partner with supervisors to identify opportunities for employee growth and development.
Serve as the primary point of contact for most employee relations issues, providing guidance and coaching to supervisors and staff.
Conduct and document conversations and investigations related to workplace concerns.
Ensure policies are applied equitably and consistently.
Recognize when to involve the HR Manager on complex or escalated matters.
Actively contributes to the agency community by participating in committees, workgroups, or other collaborative efforts that support agency goals and foster a positive work environment.
Play a lead role in updating and maintaining the Staff Handbook and HR policies.
Support the HR Manager with compliance initiatives, audits, and reporting.
Assist in maintaining HR documentation and ensuring consistent communication of policy updates.
Provide general HR support as needed to ensure smooth departmental operations.
Coordinate staff learning and development programs, including scheduling, communication, and tracking participation.
Collaborate with supervisors and leadership to identify training needs.
Maintain records of professional development activities and support compliance training.
Facilitate or deliver training sessions as appropriate.
Serve as a backup to the HR Coordinator on recruiting activities, including applicant screening, interview scheduling, and onboarding support.
Collaborate with the Coordinator to ensure a seamless candidate experience during periods of high-volume recruiting or staff coverage needs.
Other projects and duties as assigned.

Benefits

Competitive benefits package including medical insurance, 401(k) with match, life and long-term disability insurance, and access to other benefits including vision, dental, and pet insurance.
Work-life balance including a 37.5 hour work week, vacation, wellness time, holidays, paid family and medical leave, flexible schedule, and the option to work some hours remotely.

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