Human Resources Generalist

Overview

The HR Generalist will be a supporting member of a business unit or functional leadership team and serve as a key resource to provide tactical human resource functions. This role will partner with other HR processes such as talent acquisition, performance management, compensation, organizational effectiveness, and benefits. The HR Generalist will be involved in employee coaching, development, and communication. They will support broad-based HR initiatives bypartnering with the corporate HR team to leverage the organization's best practices.

Responsibilities

Relationships:

• Demonstrated ability to effectively work with employees, managers, and partners, to accurately access needs, provide information or assistance, resolve problems, or satisfy requirements.
• Seeks to understand the situation or obtain information by asking questions, paraphrasing to ensure understanding, and responding in appropriate helpful ways.
• Build effective relationships of trust and credibility with internal customers that lead to stronger buy-in and sponsorship within the business.

Organizational Capability:

• Understand the key competencies required to achieve organizational goals and help the business develop and implement plans that improve competitiveness and customer relationships.
• Ensure that the organization has the capabilities to adapt to a changing marketplace and compete through a constant flow of future talent.
• Ensure effective communication of HR services and programs (e.g. benefits, orientation, training and development initiatives, etc. )
• Identify compensation or other issues that are legitimately impacting the organization and work with internal partners and corporate resources to resolve them.

Change Management:

• Partner with assigned business leaders, individuals, teams, and functional units to facilitate change, strengthen organization alignment, and increase the effectiveness of execution.
• Develop expert knowledge of the business, products, markets, competitors, etc. 

Collaboration:

• Partner with colleagues internal and external to the HR function to work with internal partners and corporate resources to ensure a value-adding, consistent level of service to leaders, managers, and employees across the assigned client groups.

Culture:

• From a thorough understanding of key business priorities and an HR perspective, identify obstacles and opportunities central to business strategy and drive recommended actions and solutions.
• Demonstrate effectiveness in appreciating, articulating, and helping share the company's culture.

• Complete all responsibilities as outlined in the annual Performance Plan.  …