Sr. HR Generalist

Pyramid Global Hospitality•Oklahoma City, OK

2d•$65,000 - $75,000•Onsite

About The Position

The Senior Human Resources Generalist serves as a senior-level member of the Human Resources team and provides comprehensive HR support across OKANA Resort & Indoor Waterpark. This position is responsible for supporting employee relations, investigations, performance management, compliance, leave administration, talent management, training, employee engagement, and day-to-day HR operations. The Senior HR Generalist works closely with the Director of Human Resources, HR leadership, department leaders, and employees to ensure consistent application of company policies, employment practices, and HR procedures throughout the property. This role requires an experienced HR professional who demonstrates sound judgment, confidentiality, strong employee-relations capabilities, and the ability to independently manage complex HR matters within a high-volume hospitality environment.

Requirements

8–10 years of progressive Human Resources experience required.
Significant hands-on experience in employee relations, workplace investigations, performance management, HR compliance, and HR operations required.
Previous experience independently managing complex employee relations matters strongly preferred.
Demonstrated knowledge of federal and state employment laws and HR best practices.
Strong working knowledge of FMLA, ADA, PWFA, EEO, wage and hour requirements, workplace investigations, and progressive discipline.
Experience working with HRIS and applicant tracking systems required; Workday experience preferred.
Strong written communication and documentation skills.
Ability to handle highly confidential and sensitive employee information with professionalism and discretion.
Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
Ability to build effective working relationships with employees and leadership at all organizational levels.
Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred.
Equivalent combination of education and substantial HR experience may be considered.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Hospitality, resort, hotel, entertainment, waterpark, healthcare, retail, or another high-volume, 24/7 operational environment is strongly preferred.
Experience supporting a large hourly employee population and multiple operational departments is highly desirable.

Nice To Haves

Workday experience preferred.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Hospitality, resort, hotel, entertainment, waterpark, healthcare, retail, or another high-volume, 24/7 operational environment is strongly preferred.
Experience supporting a large hourly employee population and multiple operational departments is highly desirable.

Responsibilities

Serve as a senior HR resource for employees and department leaders regarding workplace concerns, policy interpretation, performance, attendance, conduct, and employee relations.
Conduct and document workplace investigations involving employee complaints, misconduct, harassment, discrimination, retaliation, workplace behavior, and other policy concerns.
Conduct interviews, gather statements, review available documentation and evidence, and prepare objective investigation findings.
Partner with the Director of Human Resources on complex or high-risk employee relations matters.
Provide guidance to leaders regarding appropriate coaching, corrective action, performance improvement plans, and separation recommendations.
Maintain complete, accurate, confidential, and timely employee relations documentation.
Coach and advise managers regarding employee performance, accountability, attendance, workplace expectations, and progressive discipline.
Assist leaders with the development and administration of Performance Improvement Plans (PIPs).
Review corrective-action documentation for consistency, appropriate supporting information, and alignment with company policy.
Support leadership in addressing performance concerns before they escalate into significant employee relations issues.
Participate in difficult employee conversations and corrective-action meetings as appropriate.
Support compliance with applicable federal, state, and local employment laws and company policies.
Assist with matters involving FMLA, ADA, PWFA, USERRA, EEO requirements, wage and hour practices, and other employment-related regulations.
Maintain appropriate confidentiality regarding employee, medical, investigation, and business information.
Assist with internal HR audits and ensure required employee documentation is properly maintained.
Identify potential compliance concerns and promptly escalate significant risks to the Director of Human Resources.
Support employees and leaders with leave-of-absence processes, including FMLA and other applicable leave programs.
Participate in the interactive accommodation process when appropriate.
Coordinate return-to-work documentation and workplace accommodations in partnership with HR leadership.
Maintain appropriate documentation and communication regarding employee leave and accommodation matters.
Support HRIS transactions involving new hires, transfers, promotions, compensation changes, status changes, and separations.
Review HR documentation for accuracy and completion before processing.
Assist with employee records, personnel files, HR reporting, audits, and other administrative HR requirements.
Support onboarding, orientation, policy acknowledgment, and employee training processes.
Partner with Payroll, Finance, Security, Operations, and other departments to resolve employee-related matters.
Monitor assigned HR initiatives and ensure projects are completed within established deadlines.
Support employee engagement initiatives, recognition programs, employee surveys, committees, and campus events.
Partner with department leaders to identify opportunities to strengthen employee engagement and retention.
Maintain a visible and approachable HR presence throughout the property.
Promote a workplace culture centered on professionalism, accountability, respect, inclusion, and service.
Serve as a senior resource and mentor to HR Coordinators and other developing HR professionals.
Assist with training HR team members regarding employee relations, documentation, HR systems, policies, and standard operating procedures.
Provide additional HR leadership coverage when requested by the Director of Human Resources.
Assist with special projects and other HR responsibilities based on business needs.