Senior HR Generalist

CHIEF SEATTLE CLUB•Seattle, WA

8d•$37 - $44•Onsite

About The Position

The Senior HR Generalist serves as an experienced HR partner who bridges day-to-day HR operations and higher-level program leadership. This role provides advanced support across the employee lifecycle, with primary responsibility for employee relations (approximately 60%) and recruitment (40%), while also supporting onboarding, compliance, performance management, training, and HR systems administration. The Senior HR Generalist handles more complex workplace concerns, partners with managers on investigations and corrective action, helps improve hiring processes and candidate experience, and promotes consistent, equitable HR practices that align with organizational values and employment requirements.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience, required.
Typically, 5–7 years of progressive human resources experience required, including substantial experience in employee relations, recruitment, and advising managers on HR practices.
Strong knowledge of federal, state, and local employment laws and HR compliance requirements.
Experience conducting or supporting employee relations reviews and workplace investigations.
Demonstrated ability to lead recruitment and selection processes.
Proficiency maintaining HR documentation and confidential employee records.
Experience supporting leave administration, benefits coordination, and performance management processes.
Strong working knowledge of HRIS, applicant tracking systems, and Microsoft Office.
Excellent interpersonal, written, and verbal communication skills.
Sound judgment and discretion when handling sensitive issues.
Strong organization and follow-through.
The ability to build trust with employees and managers.
Conflict resolution and problem-solving skills.
Adaptability in a fast-paced environment.
Commitment to equity, inclusion, and respectful workplace practices.

Nice To Haves

Experience in Native organizations, non-profits, or organizations serving vulnerable communities is highly valued.
PHR, SHRM-CP, or comparable human resources certification preferred; advanced certification such as SHRM-SCP is a plus.
Experience supporting employee relations case management, recruitment strategy, and supervisor coaching in a multi-site or mission-driven organization is preferred.
Experience working with Native communities or organizations serving people impacted by trauma, homelessness, or other systemic barriers is strongly preferred.

Responsibilities

Lead and coordinate full-cycle recruitment activities, including posting positions, screening applicants, coordinating interviews, supporting hiring managers, and helping ensure an equitable and efficient selection process.
Serve as a primary point of contact for employee relations matters by responding to workplace concerns, conducting or supporting investigations, documenting findings, and partnering with HR leadership on conflict resolution and corrective action.
Support managers and supervisors with performance management processes, including coaching, documentation, job description updates, performance reviews, and development planning.
Coordinate onboarding and offboarding activities to ensure a welcoming, organized, and compliant employee experience, including orientation, benefits enrollment, systems access, and required documentation.
Maintain accurate and confidential employee records in HRIS, ATS, and personnel files, and monitor key staff tracking items such as leave, training completions, status changes, and anniversaries.
Help implement, communicate, and monitor HR policies, procedures, and employment practices to support compliance with federal, state, and local laws and internal standards.
Provide guidance to staff and managers on HR processes, benefits, leave administration, and general employment questions, escalating complex or high-risk matters as appropriate.
Support training and staff development initiatives, including policy education, supervisor support, and required organizational trainings.
Collaborate with Payroll, benefits vendors, and HR leadership to process employee changes, resolve issues, and maintain accurate benefits and employment information.
Actively participate in safety-related activities, including staff trainings, committee coordination, timely communication of updates, and support during emergencies in alignment with organizational protocols.
Perform other duties as situation requires or as assigned by supervisor.