Senior Human Resources Generalist

ACT Education•Iowa City, IA

8h•$105,000 - $125,000•Remote

About The Position

At ACT Your Work Makes a Difference Education has power a power that changes lives forever. It creates opportunities that lift up individuals, their families, and sparks societal change that echoes through generations to come. From our grassroots we have fought the good fight for fairness in education, and we remain devoted to helping anyone who struggles to access that power. This is what matters to us and we must do better -- weve never been more sure of our purpose. ACT team members are part of an organization dedicated to an important mission: Helping people achieve education and workplace success. Advancing the mission internally, by helping team members achieve education and workplace success of their own, is core to our values. ACT values a diverse workplace and is committed to fostering an inclusive environment in which every team member has an equal opportunity to grow. We want our team members to have the well-being and confidence they need to do their best work, in an environment where both they and the ACT thrive. To support this, our total rewards include company paid life insurance, medical, dental, vision, flexible spending accounts, 401(k) with company contributions, paid holidays, paid time off, and so much more. You can find a comprehensive list of our benefits here . We are seeking a Senior Human Resource Generalist to join our dynamic Talent Strategy team who will play a key role in supporting organizational initiatives. This position will partner closely with Talent Strategy leadership and business stakeholders to drive HR programs, support workforce transitions and lead change management efforts that align with our evolving business needs. The finalist will be hired at the salary and level commensurate with their qualifications. For this position, we anticipate offering a market competitive annual salary in the range of $105,000 to $125,000. ACT manages salaries within the range based on relevant factors including skills, experience, and internal equity. The position is not incentive eligible. Location: This is a remote position, based in the United States. Applicants must be authorized to work in the U.S. without the need for visa sponsorship.

Requirements

At least 5 years of progressive HR experience, with at least 2 years in employee relations or business partner role.
Demonstrated experience managing employee relations issues and processes, including investigations and coaching managers related to employee performance concerns.
Strong knowledge of HR best practices, employment law, program management and organizational development principles.
Excellent interpersonal, communication, and problem-solving skills.
Ability to effectively manage multiple priorities in a fast-paced, evolving environment.
Proficiency in HRIS systems and Microsoft Office Suite.
Bachelor's degree in human resources, Business Administration, or related area of study; or an equivalent combination of education and experience.

Nice To Haves

Professional certifications such as PHR, SPHR, or SHRM-CO.
Experience working with a primarily remote employee base.

Responsibilities

Guide managers through performance management processes, including coaching, documentation, progressive discipline, corrective actions, and follow-ups, ensuring risk mitigation and alignment with organizational values.
Conduct fact-finding and assist with workplace investigations in partnership with legal and HR leadership; recommend corrective actions.
Conduct exit interviews and provide summary feedback to management.
Represent the company, when needed, at unemployment hearings.
Advise managers and employees on HR policies, procedures, and best practices, ensuring compliance with applicable employment laws.
Partner with HR leadership as necessary on complex employee relations issues.
Contribute to HR team initiatives that enhance culture, engagement, and organizational effectiveness.
Collaborate with HR Business Partners and department leaders to assess change impacts and develop communication, training, and engagement strategies.
Support the planning and execution of workforce transitions, including role changes, team realignments, and offboarding processes.
Maintain and update HR policies, employee handbook content, and SOPs to reflect current legal requirements and organizational standards.
Manage mandatory reporting processes and support regulatory filings as needed.
Stay current on legislative changes that may affect employment practices and advise HR colleagues on recommended changes.