Human Resources Generalist

Multi-State Lottery Assocation•Johnston, IA

About The Position

The Human Resources Generalist is MUSL’s sole HR practitioner, independently managing the organization’s full range of human resource functions with a high level of autonomy, judgment, and professional expertise. The position oversees the employee lifecycle, including recruitment, onboarding, employee relations, performance management, benefits administration, compliance, and policy development, and advises leadership on HR matters. It is responsible for designing, implementing, and continually improving HR processes, systems, and initiatives in support of organizational goals, legal requirements, and a positive, consistent workplace culture. The role leads HR strategy and operations, manages the HR budget and vendor relationships, and provides leadership with workforce-planning guidance and HR metrics. It also owns recruitment and talent management, employee relations and culture initiatives, benefits and compensation administration, compliance and risk management, performance management and development, and HR policy creation and continuous improvement. The position is based in Johnston, Iowa, reports to the General Counsel, and is classified as exempt. The work is performed in a typical indoor office environment. It involves prolonged periods sitting at a desk and working on a computer, with occasional lifting of up to 15 pounds. The estimated salary range is $70,000–$80,000. A post-offer background check is required.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field and five years of progressively responsible HR experience; alternatively, a master’s degree in human resources management or a related field and two years of professional HR experience.
Thorough knowledge of local, state, and federal laws pertaining to HR.
Experience serving as the sole Human Resources professional or working effectively in a department-of-one environment.
Effective oral and written communication skills.
Highest level of confidentiality and integrity.
Proficiency in MS Office, including Excel, Word, and Outlook.
Detail-oriented, with a high degree of accuracy and the ability to work well under pressure.

Nice To Haves

A current PHR or SHRM-CP certification, noted as part of a preferred qualification combination.

Responsibilities

Independently oversee all human resource functions and align HR practices with organizational goals.
Develop, implement, and maintain HR policies, procedures, and best practices.
Advise leadership on workforce planning, organizational structure, staffing trends, and HR risk mitigation.
Manage HR service, system, and process vendors and their deliverables.
Develop and manage the HR departmental budget, including forecasting, expense monitoring, routine expense approvals, contract management, and budget recommendations.
Lead full-cycle recruitment, including job design, posting, sourcing, interviewing, selection recommendations, and onboarding.
Analyze workforce needs and advise leadership on staffing strategies.
Develop and maintain job descriptions, competency models, and hiring standards.
Handle employee relations matters, conduct investigations, recommend corrective actions, and advise leaders on solutions.
Support a positive organizational culture through engagement initiatives, conflict resolution, and proactive communication.
Coach employees and supervisors on performance, conduct, and conflict management.
Administer employee benefits, including health insurance, retirement plans, and leave management, and recommend plan changes or enhancements.
Oversee compensation processes, market reviews, and internal equity evaluations.
Monitor compliance with federal, state, and local employment laws and serve as the HR subject-matter expert on regulatory requirements.
Manage confidential employee records, HRIS systems, and data security practices.
Design and manage performance processes, including evaluations, coaching, and corrective-action documentation.
Identify training needs and coordinate or deliver employee development initiatives.
Manage day-to-day HR operations and balance strategic work with administrative efficiency.
Develop and track HR metrics and provide leadership with insights and recommendations.
Regularly review and update the employee handbook, SOPs, and HR documentation.
Lead HR projects involving modernization, technology adoption, process improvement, and organizational development.