Sr. Human Resources Generalist

RYOBI•Anderson, SC

11d

About The Position

TTI Consumer Power Tools, Inc. is seeking a Senior HR Generalist in Anderson, SC. The role serves as a trusted HR partner to leaders and employees, providing guidance and execution across employee relations, performance management, talent development, workforce planning, employee engagement, organizational effectiveness, and HR compliance. Operating with a high level of autonomy, the Senior HR Generalist manages a broad range of human resources activities while partnering closely with HR Business Partners, Recruiting, HR Operations, Payroll, Organizational Effectiveness, and business leaders. The role helps ensure HR programs, policies, and processes are executed consistently while supporting a positive employee experience and business outcomes. The ideal candidate demonstrates strong business acumen, sound judgment, employee relations expertise, data-driven decision-making, and a passion for building high-performing teams in a fast-paced environment.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 5 years of progressive Human Resources experience.
Demonstrated experience managing employee relations and performance management matters.
Working knowledge of federal and state employment laws and HR compliance requirements.
Strong proficiency in Microsoft Excel, PowerPoint, Word, and HRIS systems.
Excellent influencing, problem-solving, and relationship-building skills.
Strong written and verbal communication skills.
Strong organizational and time-management skills, including the ability to prioritize and execute multiple competing responsibilities.

Nice To Haves

Experience with Workday, UKG Dimensions, or similar platforms.
PHR, SHRM-CP, SPHR, or SHRM-SCP certification.

Responsibilities

Partner with leaders on employee relations, performance management, talent development, organizational effectiveness, workforce planning, and employee engagement.
Build effective relationships with managers and employees, understand business needs, and recommend HR solutions.
Coach leaders on employee performance, accountability, conflict resolution, communication, and team effectiveness.
Support strategic workforce initiatives aligned with business objectives.
Partner with HR Business Partners on organizational changes, restructures, staffing plans, and talent initiatives.
Manage employee relations matters, including investigations, policy interpretation, workplace concerns, corrective actions, and conflict resolution.
Conduct fact-finding investigations and recommend appropriate courses of action consistent with company policy and employment practices.
Advise leaders on performance management processes, documentation standards, coaching plans, and performance improvement strategies.
Support employee retention through proactive engagement, employee listening, and issue identification.
Escalate complex or high-risk issues to HR Business Partners and HR leadership as appropriate.
Support talent reviews, succession planning, career development, employee growth initiatives, leadership development, and workforce planning.
Partner with leaders to identify talent gaps and development opportunities, and facilitate employee development discussions.
Monitor talent metrics and recommend actions to improve engagement, retention, and internal mobility.
Manage and support employee lifecycle processes, including onboarding, promotions, transfers, organizational changes, compensation recommendations, leaves, accommodations, and offboarding.
Ensure accurate documentation and compliance throughout employment transactions; maintain employee records in accordance with company requirements.
Partner with Recruiting and hiring managers to support workforce planning and hiring activities.
Analyze workforce trends and HR data related to turnover, engagement, retention, attendance, headcount, and organizational effectiveness.
Use Workday, UKG Dimensions, and reporting tools to identify trends and provide actionable recommendations.
Prepare reports, dashboards, and presentations for HR and business leadership.
Identify process efficiencies and best practices to support continuous improvement initiatives.
Ensure compliance with federal, state, and local employment laws and company policies.
Support audits, compliance initiatives, documentation requirements, and the development and implementation of HR policies, procedures, and programs.
Promote consistency and fairness in policy application across the organization.
Lead employee engagement, recognition, and culture initiatives; support action planning based on engagement survey results and employee feedback.
Champion TTI Consumer's culture and values and foster a positive employee experience that supports retention, development, and organizational success.