HR Generalist

AFSC job board•Philadelphia, PA

9d•Onsite

About The Position

The Human Resources Generalist is an experienced HR practitioner and thought partner who provides comprehensive support across multiple areas of the employee lifecycle. The role independently assesses and manages complex HR matters, connects considerations across HR disciplines, evaluates risks and implications, and develops thoughtful, sustainable recommendations. As a member of AFSC’s Employment Unit, the Generalist supports recruitment and selection, onboarding, job and compensation analysis, performance management, employee relations, policy interpretation, and other employment practices. The position also helps improve the unit’s services by identifying patterns and gaps, strengthening processes, coaching managers, and developing responsive HR practices. The Generalist serves as a primary HR partner to assigned organizational units; advises managers and employees; supports employee relations and performance management; conducts job analysis and position evaluations; provides recruitment and workforce support; and manages HR matters and documentation through resolution. The role collaborates with HR colleagues, analyzes HR data, supports process improvement and policy work, and serves as a resource to other HR team members. It is based in AFSC’s Central Office in Philadelphia, Pennsylvania, and reports to the Associate Director of Human Resources. The position is full-time, regular, exempt, and not represented. The role may require evening or weekend work and travel as needed.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Labor and Employment Relations, or a related field, or an equivalent combination of education and directly relevant professional experience.
At least five years of progressively responsible Human Resources experience, including substantial broad HR Generalist work across multiple disciplines.
Demonstrated depth across multiple HR disciplines and understanding of how decisions affect the employee lifecycle and the broader organization.
Experience serving as an HR thought partner, identifying underlying needs and helping managers develop practical, appropriate, and sustainable solutions.
Experience independently assessing complex HR matters, identifying risks and gaps, conducting research and analysis, and developing well-supported recommendations.
Strong working knowledge of employment law, HR policies and practices, and employee relations principles, with the ability to research and apply additional guidance.
Experience advising and coaching managers on employee relations, performance management, staffing, workplace concerns, and people-management matters.
Strong written and verbal communication skills, including the ability to explain HR guidance and recommendations clearly, respectfully, and sensitively.
Ability to collaborate across HR specialties and organizational functions and build productive relationships with employees and leaders at all levels.
Ability to work in an evolving environment, navigate ambiguity, identify improvement opportunities, and help develop stronger HR practices.
Experience with HRIS, applicant tracking, performance management, and other HR technology systems; proficiency in Microsoft Office and ability to learn new systems.
Discretion and sound judgment when handling confidential and sensitive information.
Ability to manage a high-volume workload with competing priorities and deadlines while maintaining accuracy, responsiveness, follow-through, and quality.
Ability to work evenings and/or weekends and travel, as required.
Respect for Quaker values and testimonies and support for AFSC’s principles and philosophy, including nonviolence and the intrinsic worth of every individual.
Respect and sensitivity toward cultural, ethnic, racial, gender, religious, and other forms of diversity; familiarity with nonviolent approaches to problem solving.
Dedication to fairness, equity, and inclusion across dimensions of identity and experience.

Nice To Haves

Experience in a multi-site, nonprofit, mission-driven, unionized, or otherwise complex organizational environment.
Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

Serve as a primary HR partner to assigned organizational units and provide consultation to managers and employees on employment matters.
Assess HR requests, determine appropriate action, and identify matters that require escalation to senior HR leadership.
Advise managers on policies, performance, workplace concerns, job responsibilities, staffing, organizational changes, and people-management matters.
Research and interpret employment laws, organizational policies, collective bargaining provisions, and established practices when developing recommendations.
Identify recurring themes in HR casework and recommend proactive solutions, resources, training, policy clarification, or process improvements.
Consult with managers on employee relations issues, including performance, attendance, communication, conflict, and workplace expectations.
Coach managers on setting expectations, providing feedback, documenting performance, and developing improvement strategies.
Review performance documentation and corrective action materials for clarity, completeness, consistency, and alignment with organizational practice.
Conduct or support workplace reviews, fact-finding, employee meetings, and other employee relations processes, as appropriate.
Support administration and continuous improvement of probationary, midpoint, annual, and other performance management activities.
Recognize elevated employee relations, legal, labor relations, reputational, or organizational risks and engage HR leadership appropriately.
Analyze jobs and job descriptions, including duties, scope, responsibilities, qualifications, reporting relationships, and organizational alignment.
Partner with managers to evaluate proposed job changes and ensure descriptions reflect the work and organizational needs.
Provide analysis and recommendations for Position Evaluation Committee processes and position changes.
Support compensation and equity reviews by gathering data, identifying comparators, and documenting the basis for recommendations.
Provide recruitment support, including consultation on position needs, strategy, sourcing, candidate assessment, interviews, and selection.
Advise hiring managers and search committees on equitable recruitment practices and compliance with HR policies and procedures.
Review hiring and employment recommendations for alignment with job requirements, experience, internal equity, collective bargaining provisions, and organizational practices.
Help managers assess whether staffing requests call for recruitment or broader workforce solutions, such as changes to job design or responsibilities.
Support onboarding and employee transitions.
Manage assigned HR matters from intake through resolution, including follow-up, documentation, communication, and closure.
Review employment actions, job descriptions, personnel records, separation materials, HR system transactions, and other HR work for accuracy and completeness.
Work with HRIS, payroll, benefits, learning and development, labor relations, and other colleagues to resolve cross-functional issues.
Troubleshoot HR process and system issues, identify root causes, and recommend improvements.
Analyze HR data and prepare statistical or narrative reports to identify trends and inform recommendations.
Share HR expertise, institutional knowledge, tools, and effective practices with other HR staff; provide peer coaching and quality review as assigned.
Assess Employment Unit practices and workflows, identify improvement opportunities, and partner with HR leadership to implement more effective approaches.
Participate in special projects, policy development, process improvement, audits, organizational initiatives, and other HR priorities.