Senior HR Generalist

The Spice & Tea Exchange - Corporate•Palm Coast, FL

About The Position

The Senior HR Generalist supports the company’s culture, employee engagement, and development while owning reliable execution and continuous improvement of core HR operations. The role covers recruitment, onboarding, employee relations and engagement, benefits administration, policy administration, records, training, safety support, and special projects. The Senior HR Generalist partners with the VP of Human Resources, department leaders, employees, and relevant internal and external resources. The position requires independent analysis and follow-through on assigned work. The Senior HR Generalist identifies issues, evaluates root causes and alternatives, develops practical recommendations, and presents proposed plans to the VP of HR for approval before implementing changes or initiatives. Once approved, the role drives execution, monitors progress, reports results, and escalates sensitive matters, risks, delays, and resource needs. The successful candidate has broad HR experience, strong critical thinking and communication skills, and a commitment to confidentiality and consistent, responsive employee support. The role requires prolonged desk and computer work, frequent communication in English, operation of office equipment and computer tools, and working around spices, ingredients, scents, and aromas. The company states it cannot accommodate sensitivities or allergies to these products or to latex gloves. Reasonable accommodations may be considered where they do not alter fundamental job requirements, cause undue hardship or safety risk, or interfere with essential functions.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least five to seven years of experience as a Senior HR Generalist or Senior HR Business Partner, with responsibility across multiple HR disciplines.
Working knowledge of HR best practices and applicable employment laws and regulations.
Demonstrated critical thinking and independent problem solving, including root-cause analysis, evaluation of alternatives, practical recommendations, and consistent follow-through.
Ability to communicate issues, recommended plans, business risks, and decisions needed in a concise, organized, and timely manner.
Excellent interpersonal, communication, organizational, and time-management skills.
Strong responsiveness and a customer-service mindset.
Integrity, sound business judgment, self-awareness, discretion, and strict confidentiality.
Positive, collaborative, and helpful approach.
Ability to manage prolonged periods of sitting at a desk and working on a computer.
Ability to communicate in English in writing and orally, using speech and hearing to communicate effectively and engage in discussions and listen attentively for 8+ hours per day.
Ability to operate office equipment, computers, and computer tools for 8+ hours per day.
Ability to work around spices, ingredients, scents, aromas, and latex gloves without sensitivity or allergy; the company states it cannot accommodate these sensitivities or allergies.
All applicants must complete a drug screening test if accepting an offer; employment offers are contingent on a negative result.

Nice To Haves

Experience in manufacturing, production, retail, or supply chain environments.
Local applicants are preferred.

Responsibilities

Own and coordinate recruitment workflows, including job postings, resume reviews, candidate pre-screening, reference checks, hiring-manager communication, and candidate follow-up.
Evaluate recruiting effectiveness, candidate flow, process delays, and hiring-manager feedback; recommend improvements to the VP of HR before making changes.
Coordinate onboarding, including employment documentation, background and drug screening, new-hire training schedules, and follow-up on requirements.
Partner with the VP of HR to draft or update position descriptions and coordinate withholding and state unemployment insurance registration for hires in new states.
Provide employee-relations support by gathering facts objectively, documenting concerns, reviewing policies, evaluating options, and recommending appropriate action.
Obtain VP of HR direction and approval before taking proposed disciplinary or corrective action; promptly escalate sensitive or high-risk matters.
Support a positive workplace through respectful communication, consistent policy application, and follow-through on employee issues and concerns.
Coordinate birthdays, anniversaries, holidays, recognition, gifts, and employee announcements within approved plans and budgets.
Evaluate the Employee Experience Program and potential perks or national discount offerings; present recommendations, costs, benefits, and implementation plans for approval.
Administer benefits enrollment, eligibility updates, plan records, and removal of ineligible or inactive participants.
Coordinate annual Open Enrollment, verify communications and employee data, meet deadlines, and resolve or escalate issues.
Assist employees with benefits questions about plan provisions, claims, and denials; coordinate with carriers, brokers, and administrators to obtain resolutions.
Partner with COBRA administrators to monitor accurate and timely administration, identify discrepancies or recurring service issues, and recommend solutions.
Communicate and coach employees on approved company policies, expectations, and procedures.
Review HR policies, the Employee Handbook, workflows, and standard operating procedures for clarity, efficiency, consistency, and potential compliance gaps.
Document current processes, analyze problem areas, draft proposed revisions, and present recommendations and impacts to the VP of HR; implement and maintain changes only after approval.
Monitor changes in HR practices and employment requirements, research implications, and raise potential policy or operational needs with the VP of HR.
Maintain complete, accurate, confidential, and organized electronic personnel records and supporting HR documentation.
Provide timely employment verification responses and partner with Finance on employee changes, data transfers, and reporting.
Review data for errors or trends, identify sources of discrepancies, recommend corrections, and confirm approved resolutions are completed.
Coordinate assigned HR-related training and development activities, maintain required records, and follow up on completion and effectiveness.
Support employee safety-related administrative processes and training with department leaders; flag trends, concerns, and potential compliance issues.
Lead execution of assigned, approved HR projects with documented objectives, milestones, stakeholder responsibilities, regular updates to the VP of HR, and final results.
Take end-to-end ownership of assigned processes and projects, define deliverables and timelines, coordinate stakeholders, anticipate obstacles, and verify outcomes.
Assess HR processes for recurring issues, gaps, inefficiencies, inconsistencies, and opportunities to strengthen compliance, employee experience, service, and scalability.
Analyze issues by validating facts, challenging assumptions, evaluating causes and alternatives, assessing risks and business impact, and forming practical recommendations.
Present proposed plans to the VP of HR with the issue, rationale, options, recommendation, risks, resources, timing, and intended outcome; obtain approval before implementation.
Execute approved plans, define action steps and measures of success, monitor progress, resolve barriers within approved authority, and report results and needed adjustments.
Provide concise, timely updates to the VP of HR and promptly escalate sensitive employee matters, potential compliance exposure, significant delays, resource needs, and material risks.
Continue routine activities under established procedures and obtain prior approval before launching initiatives, changing policies or processes, or initiating material employee-relations actions.