People & Culture Generalist

Integrity•Dallas, TX

About The Position

The People & Culture Generalist provides hands-on support for the foundational people work that keeps the business moving. This role partners closely with PCBPs, leaders, employees, and P&C COEs to support workforce planning routines, talent programs, onboarding and offboarding, employee movement, everyday business needs, and employee coaching with consistency and care. The role may also support change and business optimization efforts such as policy or procedure updates, employee program rollouts, reorganizations, consolidations, or site transitions. These responsibilities are an added layer of support and should not replace the core Generalist focus on foundational P&C execution.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience.
2+ years of experience in Human Resources, People & Culture, business operations, or a related role supporting employees, leaders, and organizational initiatives.
Knowledge of core HR processes and employee lifecycle activities, including onboarding, offboarding, internal mobility, workforce planning, performance management, and employee support.
Strong organizational and project coordination skills with the ability to manage multiple priorities, maintain accurate records, and execute programs with a high level of attention to detail.
Excellent interpersonal, coaching, and communication skills, with the ability to build trusted relationships, provide guidance on routine workplace matters, and deliver a positive employee experience.
Proficiency with HRIS platforms and business tools (Workday preferred), including data management, reporting, documentation, and creation of leader-facing materials, trackers, and presentations.

Responsibilities

Serve as a capacity extender for PCBPs by preparing materials, tracking follow-ups, documenting outcomes, and helping leaders move routine people work forward.
Support assigned leaders or small business units with day-to-day P&C needs, including policy questions, process navigation, leader requests, employee movement, and routine people updates.
Leverage Workday Help Cases and partner closely with People Operations Shared Services Team (POST) to ensure efficient resolution of employee and leader requests while maintaining a seamless employee experience.
Support workforce planning routines by maintaining people data, tracking vacancies, role changes, reporting changes, spans/layers updates, and other workforce movement.
Prepare leader-ready summaries, trackers, and basic insights that help PCBPs and leaders understand current workforce needs, risks, and follow-up actions.
Coordinate foundational talent activities, including performance cycle logistics, talent review preparation, engagement follow-up, development planning support, and succession-related materials.
Partner with PCBPs and COEs to organize timelines, communications, participant lists, calibration notes, and completion tracking for recurring talent programs.
Support employee lifecycle activity, including onboarding coordination, offboarding logistics, internal transfers, manager changes, role updates, and related communication or documentation needs.
Help leaders and employees navigate transition steps by coordinating with the appropriate P&C, Benefits, Payroll, IT, Finance, or Operations partners as needed.
Provide employees with a supportive first point of contact to understand available resources, clarify process, and identify practical next steps.
Coach employees and leaders through routine workplace questions, communication challenges, expectations, performance feedback, and conflict prevention.
Listen for employee themes and help ensure concerns are routed appropriately; formal complaints, complex ER matters, or investigation-related concerns should be escalated to Workforce Investigations, the aligned PCBP, Legal, or the appropriate partner.
Support assigned people workstreams tied to policy or procedure updates, employee programs, department reorganizations, consolidations, site changes, or business optimization efforts.
Create practical tools such as timelines, FAQs, leader talking points, meeting notes, employee impact trackers, SOPs, adoption checklists, and post-change follow-up summaries.