Human Resources Generalist

Job Purpose:Reporting directly to the Director of Human Resources, the HR Generalist supports day‑to‑day HR operations while serving as a trusted resource for employees and leaders. This role blends employee relations, compliance, performance management, and HR administration, with opportunities to make a meaningful impact on culture, development, and operational excellence.Position descriptions are not intended to be exhaustive lists of all duties; rather, they reflect the primary end results and outcomes for which this role is accountable.What You'll Do:You’ll be part of a team that gets things done, works with purpose, and takes pride in the results. Your day-to-day responsibilities may include:1. Employee Relations Support & Guidance (30%) - Provide guidance and support on employee relations matters to foster a positive, compliant, and respectful workplace.Example:

Collaborated with a supervisor to address recurring attendance issues by reviewing timekeeping records and conducting a one‑on‑one meeting with the employee. Developed a corrective action plan with clear expectations and follow‑up checkpoints, resulting in improved punctuality and consistent attendance.2. Business Partner to Division (20%) - Serve as an HR partner to assigned divisions by providing operational support in payroll processing, talent acquisition coordination, learning and development initiatives, and ensuring accuracy, integrity, and confidentiality of HR systems and reporting.Example:

Partnered with division leaders to streamline payroll processes, support hiring for critical field roles, coordinate compliance training programs, and ensure accurate HR data across multiple systems.3. Compliance Management (15%) - Assist in the development, implementation, and ongoing compliance of federal and state employment policies and procedures, ensuring consistency and alignment with organizational standards.Example:

Maintained accurate tracking and reporting of employee leave under Minnesota’s Paid Leave program, ensuring timely approvals, payroll coordination, and clear communication to employees regarding their benefits.4. Performance Management (15%) - Coordinate and administer the organization’s performance management program, including goal setting, check‑ins, and annual review cycles. Provide guidance to managers and employees and support a culture of continuous feedback and development.Example:

Coordinated the annual performance review cycle by sending reminders, troubleshooting system issues, and guiding managers through the process—resulting in 98% on‑time completion and improved feedback quality across divisions.