Senior Human Resources Generalist

Culligan Quench•King of Prussia, PA

5d•$80,000 - $85,000•Hybrid

About The Position

The Senior Human Resources Generalist reports to the Director of Employee Relations & Engagement and serves as a trusted HR partner to leaders and employees across Culligan Quench. The role provides HR consultation, coaches managers on people leadership, guides employee relations investigations, and advises on organizational development initiatives. It also supports the design and execution of HR programs that align with enterprise goals and promote a fair, engaging, and compliant workplace. The position is intended for a candidate local to King of Prussia, Pennsylvania, who can work in a hybrid model, with two days per week on-site and three days remote. Culligan Quench offers a salary range of $80,000–$85,000 per year, along with benefits and incentive awards.

Requirements

Bachelor’s degree required.
At least 4 years of progressive HR experience, including strong employee relations and organizational development exposure.
Demonstrated ability to coach and influence leaders at multiple levels.
Strong analytical and problem-solving skills, including the ability to interpret data and translate it into actionable insights.
Excellent interpersonal, communication, and conflict-resolution skills.
Knowledge of employment laws and regulations and HR best practices.

Nice To Haves

Advanced degree or HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP).
Experience with HRIS (UKG) and ATS (Lever).
Experience with DarwinBox HCM.
Labor relations experience.

Responsibilities

Provide day-to-day HR consultation and guidance to leaders and employees, including policy interpretation and resolution of employee relations matters.
Lead employee relations investigations, recommend appropriate actions, and ensure consistency with company policy and legal standards.
Partner with managers on performance management, coaching, and progressive discipline processes; support corrective actions up to and including terminations.
Facilitate organizational development efforts, including succession planning, talent assessments, and leadership coaching.
Analyze workforce data, including turnover and engagement, and prepare insights and recommendations for leadership.
Partner with Talent Acquisition and business leaders on workforce planning, selection, and onboarding.
Ensure proper maintenance and confidentiality of employee records and HR data systems.
Contribute to the design and execution of HR initiatives aligned with business objectives.