Human Resources Generalist

Description

The Best Experience Company

Our tagline is “The Best Experience Company.” More than just a set of words, it represents the essence of who we are at Springs Window Fashions. As North America’s premier window covering company, we’re committed to creating the Best Experience for our associates, consumers and end users, business partners, and communities. We want you to join our team of passionate self-starters who believe the world is full of Best Experience opportunities. So, if you’re excited about the thought of a Best Experience career with a team focused on creating Best Experiences for all, we want to hear from you!

Position Summary

In alignment with the Company's Best Experience philosophy and Guiding Principles, the Human Resources Generalist serves as a strategic HR partner for assigned internal customer groups. This role provides comprehensive support across key Human Resources functions, including employee relations, recruitment, training and development, performance management, compensation and benefits, associate engagement, and Environmental, Health, and Safety (EHS) initiatives.

The Human Resources Generalist works closely with leaders and associates to ensure HR policies, practices, and procedures are effectively communicated, consistently applied, and aligned with business objectives. This position serves as a trusted advisor to management, guiding coaching, counseling, corrective action, and talent development processes while fostering a positive, compliant, and high-performing work environment.

Key Responsibilities

HR Business Partnership

• Serve as the primary HR contact and advisor for assigned business units and departments.
• Partner with managers to support workforce planning, organizational effectiveness, and talent management initiatives.
• Interpret and communicate HR policies, programs, and procedures to leaders and associates.
• Promote a positive employee experience and support a culture aligned with organizational values and guiding principles.
• Establish and maintain strong relationships with leaders and associates through regular communication and visible HR support.

Employee Relations

• Counsel managers on employee relations matters, including coaching, counseling, corrective action, documentation, performance concerns, and terminations.
• Guide leaders through progressive discipline processes while ensuring consistency and compliance.
• Support conflict resolution efforts and facilitate constructive conversations between associates and management.
• Advise leadership on employment-related concerns and recommend appropriate solutions.
• Conduct exit interviews, analyze trends, and provide recommendations to improve associate retention and engagement.

Talent Acquisition and Onboarding

• Support recruitment and selection activities in partnership with Talent Acquisition.
• Assist hiring managers throughout the hiring and onboarding process.
• Facilitate a positive candidate and new-hire experience.
• Promote internal career opportunities and support workforce development initiatives.

Talent Development and Performance Management

• Support the implementation and execution of performance management processes across assigned customer groups.
• Facilitate performance review cycles, calibration discussions, and Performance Management Review Boards.
• Partner with leaders to identify training and development needs.
• Encourage continuous learning and support succession planning initiatives.

Compensation and Benefits Support

• Provide guidance and information regarding compensation programs and employee benefit plans.
• Collaborate with HR Centers of Excellence and specialists to resolve employee inquiries and concerns.
• Communicate compensation and benefits programs effectively to associates and leaders.

Policy Administration and Compliance

• Assist in the development, implementation, and continuous improvement of HR policies, procedures, and employee resource guides.
• Ensure compliance with company policies, labor regulations, and employment practices.
• Maintain confidentiality of employee information and sensitive organizational matters.
• Support audits, investigations, and compliance-related initiatives as required.

HR Metrics and Reporting

• Develop and maintain HR reports, dashboards, and workforce analytics.
• Analyze trends related to turnover, absenteeism, employee engagement, performance, and other key HR metrics.
• Conduct research and assess the effectiveness of HR programs and policies.
• Present findings and recommendations to management to support data-driven decision-making.

Process Improvement and Operational Excellence

• Lead continuous improvement initiatives within Human Resources processes and services.
• Identify opportunities to eliminate waste, improve efficiency, and enhance customer satisfaction.
• Establish service protocols and collaboration processes with HR specialists to ensure consistent service delivery.
• Promote self-service options and HR technology solutions whenever appropriate.

Requirements

Education

• Bachelor's Degree in Human Resources, Business Administration, Psychology, Industrial Relations, or a related field.

Experience

• Minimum of 3 years of progressive Human Resources Generalist experience, preferably within a manufacturing or industrial environment.
• Experience supporting employee relations, performance management, talent acquisition, training and development, and HR compliance activities.
• Proven ability to partner with leaders and influence business decisions through effective HR consultation.

Technical Knowledge

• Employment and labor law.
• Employee relations and conflict resolution.
• Talent acquisition and onboarding.
• Performance management systems.
• Compensation and benefits administration.
• Training and organizational development.
• HR metrics and workforce analytics.
• HRIS and HR technology platforms.
• Continuous improvement methodologies.