Senior Human Resources Generalist

High Watch Recovery•Kent, CT

16d•$75,000 - $80,000•Hybrid

About The Position

Under the direction of the Vice President, HR People Operations, the Senior Human Resources Generalist is a professional-level, exempt position responsible for supporting and administering a broad range of Human Resources functions. The position supports the department with HR practices and the consistent application of organizational policies and procedures. The Senior Human Resources Generalist provides day-to-day support across the employee lifecycle, including employee relations, and development, HR programs and processes, HR reporting, HRIS process improvement, job description administration, policy administration, and employee separations.

Requirements

Bachelor’s degree preferred (Human Resources, Business Administration, or related field).
Minimum of 3 years’ experience as Human Resources Generalist working with employee relations and terminations.
Experience working with ADP Workforce Now.
Proficiency in Power Point Presentations.
Flexibility to travel to New Jersey as needed.
Exceptional organizational and time management skills.
Ability to handle confidential information with professionalism and discretion.
Strong interpersonal and written communication skills.
Proficient in Microsoft Office (Word, Excel, Outlook, Teams) and HRIS systems (ADP preferred).
Detail-oriented with the ability to manage multiple priorities.
Comfortable with change and proactive about learning new tools or processes.
Strong initiative, follow-through, and a collaborative mindset.

Nice To Haves

HR certification (SHRM-CP, PHR) is a plus but not required.

Responsibilities

Serve as a resource to employees and managers regarding HR policies, procedures, and routine workplace concerns.
Support the HRBP with employee relations matters involving performance, attendance, conduct, workplace concerns, policy violations, and employee complaints.
Support employee relations investigations as assigned, including gathering information, coordinating meetings, documenting findings, and maintaining appropriate records.
Partner with managers on performance management, coaching, corrective action, and attendance concerns, as assigned.
Provide guidance to managers regarding documentation, policy application, performance concerns, and employee management.
Support corrective action processes and ensure appropriate documentation is completed and maintained.
Support the HRBP routine employee terminations and separation processes.
Identify recurring employee relations concerns, emerging trends, and areas where additional manager support, training, or process improvement may be appropriate.
Support the HRBP with voluntary and involuntary termination processes by preparing separation documentation, and coordinating offboarding requirements, including property return, system updates, and department notifications.
Update employee status and separation information in ADP and applicable systems.
Assist with exit interviews and maintain appropriate documentation and confidentiality.
Coordinate with NM Aquatic Center to notify them when an employee is no longer active so that their gym membership can be deactivated.
Identify and report turnover trends and recurring separation-related issues as part of HR reporting.
Create an exit interview survey for voluntary terminations, prepare monthly reports and present to the VP of HR People Operations.
Provide recruiting and talent acquisition support as needed, including coordination with hiring managers and HR leadership.
Partner with managers and the VP of HR People Operations regarding staffing needs and recruitment-related HR processes.
Serve as a back-up to the HR Generalist to coordinate onboarding for all new hires, interns, fellows and volunteers including compliance paperwork, I-9 verification, badge creation, system setup, and required training.
Support and administer HR programs and processes across the employee lifecycle.
Identify opportunities to improve HR processes, workflows, and service delivery.
Serve as a resource for HRIS processes and identify opportunities for HRIS process improvement.
Support the accuracy and integrity of HR data and HRIS records in collaboration with the HR team.
Develop, maintain, and distribute HR reports and dashboards.
Prepare monthly HR reporting and HR metrics for leadership review.
Maintain and report employee relations metrics, including new, open, and closed cases; investigations; corrective actions; terminations; recurring issues; and other relevant trends.
Identify employee relations, turnover, engagement, and workforce trends and communicate meaningful findings to the VP of HR People Operations.
Maintain training records and prepare training participation and completion reports.
Maintain engagement-related metrics and reporting.
Support HR data analysis and reporting for HR projects and organizational initiatives.
Maintain and administer HR policies, procedures, and related documentation in partnership with the VP of HR People Operations.
Assist with reviewing and updating the Employee Handbook to ensure information remains current and consistent with organizational practices.
Support the communication and implementation of updated HR policies and procedures.
Administer the job description program and maintain current job descriptions.
Review job descriptions with hiring managers when positions become vacant and before new employees are onboarded, ensuring responsibilities and requirements remain current.
Coordinate updates to job descriptions and maintain appropriate records of revisions.
Collaborate with the Wellness Manager to help organize and promote employee wellness initiatives, such as meditation or wellness workshops.
Maintain tracking sheets for employees who receive annual vaccines offered at the High Watch campus.
Provide backup support for the HR Generalist with Employee Appreciation Week.
Support employee recognition activities and other engagement initiatives as assigned.
Track and report engagement-related information and identify opportunities to improve employee experience.
Develop and administer employee engagement surveys to foster a culture of engagement and continuous improvement.
Assist with identifying training and development needs.
Develop training programs in-house that are cost effective for new hires and managers.
Coordinate training programs and track employee participation and completion.
Maintain training records and related reporting.
Partner with managers and the VP of HR People Operations to support employee growth, development opportunities, and ongoing learning initiatives.
Provide or coordinate departmental training for managers to support effective leadership, employee management, and compliance with organizational policies and procedures.
Identify recurring employee relations or organizational issues that may be addressed through training or manager development.
Provide on-site support to the HR Manager at Alina Lodge, as needed.
Serve as a backup for other HR team members as needed.
Act as a scribe or witness during employee relations, corrective action, investigation, and termination meetings when requested.
Participate in HR projects, automation, process improvement, and cross-departmental initiatives.
Maintain confidentiality and professionalism when handling sensitive employee information.
Perform other duties as assigned.