Human Resources Generalist- ER & EE

Serves as the primary operational partner for frontline employee relations, performance management coaching, employee engagement initiatives, and corrective action oversight. Working alongside specialized team members (Payroll Manager, HR Generalist - Payroll, and HR Generalist - Benefits/Leaves/WC), this role ensures consistent policy enforcement, manages employee recognition programs, reviews disciplinary documentation, and prepares front employees separation analyses for executive review.

1. Frontline Employee Relations (ER) & Investigations

Serve as the primary HR intake point for frontline, staff-level, and hourly employee relations inquiries, interpersonal conflicts, and policy clarification -For assigned region (s)-.

Reviews preliminary fact-finding, gather witness statements, and document workplace complaints for staff-level issues.

Scope Boundary: Any employee relations issues involving Administrators, Department Heads, or Executive Leadership are escalated immediately to Executive HR Leadership. Complex harassment, discrimination, or legal threat cases at any level require executive co-investigation.

Other duties to support the Vice President of Human Resources as assigned.

1. Corrective Action Quality Control & Separation Consultations

Act as the mandatory quality-control checkpoint for all frontline disciplinary documentation (Progressive Discipline Process). Audit documentation to ensure facts are objective, policy citations are accurate, and past precedents are met before issuance.

Separation Consultation & Prep: Prepare comprehensive separation documentation for potential involuntary terminations (compiling past disciplinary history, and risk assessments). Partner with Executive HR Leadership in consultation meetings to present findings and recommendations.

Scope Boundary (CRITICAL): Executive HR Leadership retains sole authority over approving and executing all involuntary separations across all organizational levels. The Generalist provides file prep, analysis, and consultation only.

Other duties to support the Vice President of Human Resources as assigned.

1. Employee Engagement, Culture & Recognition

Own and execute the organizational Employee Engagement Calendar, including staff appreciation events, newsletter, and recognition programs.

Partners up with the HR team to design and implement creative engagement initiatives.

1. General

Ensures that all employee information is kept confidential.

Respect and maintain confidentiality of the office, its records and restricted information

Contributes to team effort by accomplishing related results as needed.

Promotes the company’s mission and philosophy.

Maintains a positive and professional demeanor with all Employees.

Performs other duties as assigned.

EMPLOYMENT REQUIREMENTS

Ability to communicate and work with all levels of the company’s Employees effectively.

Ability to recognize and communicate problems appropriately.

Ability to relate to the public, Residents, families, Employees and other professionals appropriately.

Ability to maintain accurate records and provide information as requested and required.

Ability to communicate proficiently in English, verbally and in writing.

Ability to lift up to 10 to 20 pounds regularly.

Experience with Human Resources Information Systems (ADP Workforce Now preferred).

Ability to analyze information and report research results.

Employee is organized, has data entry skills, pays attention to detail, and ensures accuracy.

Flexibility to travel within the Midwest as needed.

TRAINING AND EXPERIENCE

Knowledgeable in Employment Law, Conflict Resolution and positive enforcement. 3-5 years of Human Resources experience preferred.

EDUCATION

Bachelor’s Degree in Human Resources/Psychology and/or related field.