Senior HR Generalist

Geosyntec Consultants•Broomfield, CO

About The Position

Geosyntec Consultants is seeking a Senior Human Resources Generalist to serve as a consultative partner to designated business groups. The role aligns people practices with business priorities and provides employee-relations guidance and HR support throughout the employee lifecycle. It is based in one of the company’s western United States locations: Seattle, Washington; Lakewood, Colorado; Broomfield, Colorado; or Greenwood Village, Colorado. Hybrid or remote work options may be available at the company’s discretion. Reporting to the Human Resources Manager, the Senior HR Generalist builds effective relationships with managers and employees, provides practical guidance grounded in HR policies and employment practices, and uses workforce data and insights to inform recommendations and business decisions. The role collaborates with HR colleagues and business leaders, supports employee and organizational changes, and contributes to HR initiatives that improve the employee and manager experience. Geosyntec is an international engineering and consulting firm serving private- and public-sector clients in areas involving the environment, natural resources, energy, and civil infrastructure. The company describes itself as investing in its employees and offers competitive pay, benefits, and well-being programs.

Requirements

A Bachelor of Science degree and at least 7 years of progressive professional experience in the discipline, or over 11 years of relevant experience supplemented by coursework in the field, or an equivalent combination of experience and training.
Progressive professional experience performing increasingly complex and varied technical and project assignments.
Wide-ranging knowledge of compensation-related issues, current HR processes and practices, and employment laws.
Knowledge of business systems and Microsoft business tools.
Prior experience with an HR management software package or equivalent database system.
Ability to manage individual workload efficiently and effectively, independently prioritize, and handle tight timeframes and conflicting demands.
Familiarity with project management concepts and applications.
Ability to manage multiple tasks simultaneously.
Ability to work effectively on and/or lead teams.
Excellent communication skills, including interpreting complex documents, responding to complicated inquiries or complaints, authoring reports, correspondence, and presentations, and presenting orally to stakeholders.
Ability to identify problems and independently consider alternative solutions.
Ability to handle multifaceted, complex interpersonal situations.
Ability to exercise sound judgment while balancing employee needs, business objectives, policy consistency, confidentiality, legal compliance, and data privacy.

Nice To Haves

Certification in a related field, such as PHR, CCP, SHRM-CP, or CHRP.

Responsibilities

Partner with managers to understand workforce priorities, needs, and organizational challenges, and translate them into people solutions and actions.
Coach managers on setting clear expectations, providing feedback, addressing employee concerns, and managing performance consistently.
Use employee and workforce data to evaluate organizational needs, identify emerging concerns, and inform people decisions.
Conduct exit interviews and monitor feedback and workforce trends to identify engagement or retention concerns and recommend actions.
Provide consultative employee-relations support, conduct objective workplace investigations, and consider case information and patterns when recommending solutions.
Support managers in the performance review process and advise them on progressive discipline and employment issues.
Support managers and employees through transfers, management transitions, and other workforce changes.
Apply HR reporting and workforce-data knowledge to recognize trends, support analysis, and inform recommendations.
Collaborate with talent acquisition, compensation, benefits, HR operations, and other HR colleagues to provide coordinated business support.
Promote consistent application of HR policies, programs, and employment practices while considering business circumstances, employee needs, legal requirements, and organizational risk.
Build manager capability through coaching, tools, and guidance.
Maintain current knowledge of employment laws, HR practices, and relevant business developments.
Work with the hiring team to prepare offer letters and perform final review of employee offers below a designated level, checking salary and position level against company processes.
Oversee accurate preparation and maintenance of Employee Agreements, Confidentiality Agreements, and Repayment Agreements for new hires and inter-office transfers.
Audit HRIS data entry for new hires, payroll actions, changes, transfers, and terminations, excluding insurance data.
Communicate HR policies, procedures, programs, and legal compliance requirements to employees and management.
Assist with developing training related to management skills and HR functions.
Develop and document procedures within areas of responsibility.
Prepare ad-hoc reports as needed.
Lead or contribute to HR initiatives and projects that support organizational priorities and improve the employee and manager experience.

Benefits

Competitive pay and benefits.
Well-being programs to support employees and their families.
9 paid holidays.
2 floating holidays.
A minimum of 8 sick days per year, in line with state or federal requirements.
A minimum of 11 vacation days per year, in line with state or federal requirements.
Medical insurance.
Dental insurance.
Vision insurance.
Life insurance.
Disability insurance.
401(k).
A variety of leaves of absence and other benefits for eligible employees.