Human Resources Generalist

Constellation Brands•Paso Robles, CA

16d•Onsite

About The Position

The Human Resources Generalist serves as the “face of HR” for employees and management, providing consistent, high-quality support across employee relations, labor relations, recruiting, onboarding, compensation, benefits, compliance, engagement, and employee development. This role acts as an employee advocate, HR advisor, and culture builder while supporting the delivery of standard HR processes and talent activities for individual employees and managers. Reporting to the HR Manager and partnering closely with HR Business Partners, HR Programs, and specialist teams, the HR Generalist supports site-level HR execution and helps ensure HR policies, programs, and practices are delivered accurately, consistently, and in alignment with company values. Experienced or high-potential HR Generalists may own a client group and continue developing toward the HR Manager role.

Requirements

4–8 years of progressive Human Resources practitioner experience, preferably in a site-based, field HR, or operational HR role
Bachelor’s degree required
Demonstrated ability to handle highly confidential and sensitive information with discretion
Strong employee relations, issue resolution, verbal, written, interpersonal, and presentation skills
Demonstrated ability to work independently and collaboratively in a fast-paced, matrixed environment with minimal supervision
Ability to be a change agent for key initiatives and work effectively with employees at all levels company-wide
High-energy, creative, detail-oriented approach with strong analytical ability and follow-through
Highly proficient in Microsoft Office applications
HRIS experience required, with Workday preferred

Nice To Haves

Bilingual English/Spanish skills preferred

Responsibilities

Serve as the primary HR point of contact and trusted advisor for employees and managers regarding HR policies, employment-related questions, employee relations, and people-related matters.
Manage day-to-day HR activities, including routine and, at times, more complex employee relations matters, investigations, corrective action, discipline, performance management support, and follow-up, escalating high-risk matters as appropriate.
Complete employee lifecycle activities by location, including onboarding, offboarding, job changes, compensation changes, hiring support, terminations, investigations, employment status updates, and related documentation.
Prepare, obtain required approvals for, and maintain accurate employee records in the HRIS, including department transfers, salary changes, new hires, terminations, and related reporting in partnership with HRIS and payroll teams.
Support time and attendance matters, leave administration, disability coordination, benefits-related questions, and the interactive process in partnership with benefits administrators and specialist teams.
Facilitate and advise on recurring HR programs, including goal setting, performance reviews, talent planning, salary planning, employee development, engagement action planning, and other programmatic HR activities.
Execute site and functional HR priorities, initiatives, compliance requirements, and training obligations for assigned client groups or locations.
Partner with Talent Acquisition, HR Managers, and hiring managers to identify staffing needs, develop or update job descriptions, initiate postings, support interview processes, and help fill roles efficiently and consistently.
Support recruiting execution, including job postings, interview coordination, background checks, candidate communications, and participation on interview panels as appropriate.
Ensure a positive, compliant, and effective onboarding experience by working directly with new hires and coaching hiring managers on onboarding expectations.
Serve as a visible HR presence and culture builder, developing trusted relationships with employees and leaders at all levels.
Champion employee engagement, recognition, talent development, survey participation, action planning, and follow-up execution.
Support local delivery of HR programs and initiatives led by HR Business Partners and HR Programs, including performance management cycles, change initiatives, engagement programs, and compensation-related processes.
Build and maintain strong relationships across the HR team, internal partner groups, client group leaders, and employees across field and home office locations.
Conduct regular 1:1 meetings with key client group leaders at the Director and/or VP level, as appropriate, to understand business needs and provide HR guidance.
Partner with HR Managers and HR Business Partners by providing site insights, data, and on-the-ground feedback to inform talent reviews, workforce planning, compensation processes, and business-unit initiatives.
Run and analyze standard and ad hoc HRIS reports to support HR leadership, decision-making, and data integrity.