Senior HR Generalist

The Spice & Tea Exchange•Palm Coast, FL

12d

About The Position

The Senior HR Generalist supports culture, employee engagement, and development while owning the reliable execution and continuous improvement of core HR operations. Areas include recruitment, onboarding, employee relations and engagement, benefits administration, policy administration, records, training, safety support, and special projects. The role partners with the VP of Human Resources, department leaders, and employees, and is expected to analyze issues, identify root causes, recommend solutions, and drive approved work through completion. The Senior HR Generalist independently analyzes and follows through on assigned work, but must present proposed plans and obtain VP of HR approval before implementing new initiatives, policy or process changes, or material employee-relations actions. The position requires proactive communication, sound judgment, confidentiality, and a focus on accurate, timely processes and measurable improvements. The role is performed in an environment with prolonged desk and computer work and consistent exposure to spices, ingredients, scents, and aromas. The company states it cannot accommodate sensitivity or allergy to these products. Employment offers are contingent on a negative drug screening test. Local applicants are preferred; relocation assistance is not offered.

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 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; responsiveness and a customer-service mindset.
Integrity, sound business judgment, self-awareness, discretion, and strict confidentiality; a 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 effectively in writing and orally, including speech and hearing, for eight or more hours per day.
Ability to operate office equipment, computers, and computer tools for eight or more hours per day.
Ability to work around spices, ingredients, scents, aromas, and latex gloves without sensitivity or allergy; the posting states the company cannot accommodate sensitivity or allergy to its products.
Applicants must complete a drug screening test if accepting an employment offer; offers are contingent on a negative result.

Nice To Haves

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

Responsibilities

Own assigned HR programs and processes from defining deliverables and timelines through coordinating stakeholders, addressing obstacles, and verifying outcomes.
Assess HR processes for recurring issues, gaps, inefficiencies, inconsistencies, compliance concerns, and opportunities to improve employee experience, service, and scalability.
Gather and validate facts, analyze root causes and alternatives, assess risks and business impact, and make practical, well-supported recommendations.
Present proposed plans and changes to the VP of HR, including rationale, options, risks, resources, timing, and intended outcomes; 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.
Keep the VP of HR informed and promptly escalate sensitive employee matters, potential compliance exposure, significant delays, resource needs, and material risks.
Coordinate recruitment workflows, including 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, and recommend improvements for approval.
Coordinate onboarding, including employment documentation, background and drug screening, new-hire training schedules, and follow-up on onboarding requirements.
Partner with the VP of HR to draft or update position descriptions and coordinate withholding and state unemployment insurance registration when hiring in a new state.
Provide employee-relations support by gathering facts, documenting concerns, reviewing policies, evaluating options, and recommending appropriate actions.
Obtain VP of HR direction and approval before proposed disciplinary or corrective action, and promptly escalate sensitive or high-risk matters.
Support a positive workplace through respectful communication, consistent policy application, and follow-through on employee 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, and present recommendations, costs, benefits, and implementation plans for approval.
Administer benefits enrollment, eligibility updates, plan records, and timely removal of ineligible or inactive participants.
Coordinate annual Open Enrollment, verify deadlines, communications, and employee data, and resolve or escalate issues.
Assist employees with plan, claim, and denial questions and coordinate with carriers, brokers, and administrators to obtain accurate resolutions.
Partner with COBRA administrators to monitor timely and accurate 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 processes, analyze problem areas, draft proposed revisions, and present recommendations and impacts to the VP of HR; implement changes only after approval.
Monitor relevant HR practices and employment requirements, research implications, and bring potential policy or operational needs to the VP of HR.
Maintain complete, accurate, confidential, and organized electronic personnel records and supporting HR documentation.
Provide timely employment verifications and partner with Finance on employee changes, data transfers, and reporting.
Review data for errors and trends, identify discrepancy sources, recommend corrections, and confirm approved resolutions are completed.
Coordinate assigned HR training and development activities, maintain records, and follow up on completion and effectiveness.
Support employee safety-related administrative processes and training with department leaders, and flag trends, concerns, and potential compliance issues.
Lead execution of assigned, approved HR projects with documented objectives, milestones, stakeholder responsibilities, regular VP of HR updates, and final results.