Human Resources Generalist

GODDARD RIVERSIDE COMMUNITY CENTER•New York, NY

18d•$66,300 - $70,000•Hybrid

About The Position

As an HR team member, this position will embody the core values of the organization by supporting ethical practices, encouraging growth and learning, strengthening community through collaboration, leading with fairness, partnering with all levels of staff, innovating HR solutions, and being a responsible steward of organizational resources. The HR Generalist will support HR operations in a nonprofit organization of approximately 1,000 employees. The incumbent will assist with performance management, employee relations, internal investigations, and general HR tasks in alignment with Goddard Riverside’s mission and values. This role reports to the Director of Employee Relations and Performance Management. Schedule: Monday through Friday (9:00am-5:00pm) Salary Range: $66,300-$70,000 Candidates must have the required qualifications to be considered for the position. The salary offer will be based on the candidate’s number of years experience in the exact or comparable position and additional preferred qualifications will be taken into account.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Psychology, or a related field.
PHR, SPHR, SHRM-CP, or equivalent HR certification required.
At least 2 years of HR Generalist experience.
At least 1 year of experience with employee relations and conducting workplace investigations.
Strong knowledge of federal and state employment laws and HR best practices.
Excellent written and verbal communication skills; sound judgment; ability to handle confidential matters with discretion.
Strong organizational skills and ability to work independently while managing competing priorities.
Comfort using HRIS systems, reporting tools, and Microsoft Office.
Commitment to supporting organizational values including integrity, community, lifelong learning, partnership, leadership, innovation, and fiscal responsibility.
Heavy computer and phone use
Ability to travel between multiple sites in Manhattan and Queens as needed
Ability to navigate stairs when visiting program sites
Ability to lift up to 30 lbs

Nice To Haves

Exposure to labor or union relations in a nonprofit or mission-driven environment preferred.

Responsibilities

Support the Director of Employee Relations and Performance Management with administration and tracking of the organizational performance management process.
Manage the completion of probationary and annual performance evaluations; review evaluations for completeness and compile status reports for senior management.
Handle employment-related inquiries from applicants, employees, and supervisors, referring complex or sensitive matters to the appropriate HR staff member.
Assist with drafting, tracking, and follow-up related to corrective action initiation and performance improvement plans.
Support internal investigations (including complaints of misconduct or harassment) while ensuring confidentiality, fairness, and compliance with policy.
Partner with the Director of Employee Relations and Performance Management to provide advice and coaching to leaders on handling people-related issues.
Help develop and promote proactive employee relations across the organization.
Support administration of all union collective bargaining agreements, including counseling managers on requirements, answering employee questions, supporting the grievance process, and providing follow-up on union-specific benefit issues.
Provide guidance to Program Directors and managers on HR policy interpretation, compliance, and best practices.
Monitor labor law changes and communicate state and federal compliance requirements to line management.
Document, track, and report departmental new hires, terminations, and other employment-related processes, including Fair Chance Act and Fair Credit Reporting Act compliance.
Maintain an active external network and stay informed on HR trends and best practices (compensation, engagement, outreach, regulatory changes, HR technologies, talent management, and employment law) and communicate updates to line managers and employees.
Monitor and report organizational compliance with federal, state, and local employment laws; support development and implementation of GRCC’s Affirmative Action and EEO plan.
Support the Director of Training and Professional Development in tracking agency-wide training, professional development, and continuing education compliance.
Support general HR operations including onboarding, terminations, training, benefit administration, and maintaining HRIS data integrity.
Contribute to organizational effectiveness initiatives including training programs, culture and engagement efforts, and process improvements.
Participate in special projects and support innovations aligned with organizational values.
Help foster a people-oriented, inclusive, and engaging culture; collaborate with management on diversity, equity, access, and inclusion efforts.
Assist with facilitating professional development, engagement, and training opportunities.
Participate on committees, special projects, and take on additional responsibilities as needed.
Assist in designing and implementing employee recognition and satisfaction initiatives.