Human Resources Generalist

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Human Resources Generalist
The candidate serves as a local office ambassador and key member of the on-site team, acting as the first-line-of-response for all employee needs and partnering with cross-functional teams to help take the employee experience to the next level in support of the firm’s office engagement priorities. Acts as a main resource for employees and supervisors on all HR life cycle questions and serves as an internal consultant, regularly assessing and anticipating HR-related needs and developing integrated solutions for internal client departments/business units. Partners with Human Resources management and regional/local team to identify, develop, and enhance department initiatives, programs, activities, policies, and procedures. Proactively recognizes opportunities for HR to add or improve value within the office and region, and across the Firm. Fosters a positive experience at the office by providing high touch support to employees in the workplace. This includes providing employees with tools, support, and information to achieve a positive in-office experience. Helps support return to office guidelines, best practices, and standards for employees in cross-functional service teams. Keeps current with HR best practices and trends. Proactively identifies and recommends opportunities to enhance the employee experience and helps develop and implement innovative solutions. Maintains and applies in-depth knowledge of applicable employment law requirements in a manner that reduces legal risks and ensures compliance. Keeps abreast of new or changing human resource laws and ordinances that impact local employment policies and practices. Proactively advises HR Manager of any relevant action items and drafts new or revised policies and/or procedures to ensure adherence to requirements. Ensures policies and procedures are applied consistently and equitably. Identifies practical solutions to complex and diverse HR issues, recommends appropriate action plans, and influences managers and business unit leaders accordingly. Provides support and guidance to supervisors when complex, specialized, and sensitive questions and issues arise. Uses excellent judgment in employee relations matters, investigations of wrongdoing and terminations. Works with legal counsel appropriately and effectively in the management of termination-related concerns. Cross-checks with HR manager on matters as appropriate. Leads termination meetings. Provides pragmatic guidance to managers and employees on all HR-related matters to eliminate potential liability and enhance processes, including in the disciplinary process and with all terminations. Administers and executes tasks in delicate circumstances such as providing reasonable accommodations, bringing in the HR manager and the Benefits team for consultation. Oversees administrative staff performance management process for geographic region, including performance evaluations; serves as resource to attorneys and professional staff. Partners with hiring managers on position vacancies including developing the first draft of job descriptions for review and approval by the Talent Acquisition team. May schedule and conduct interviews and establish relationships with employment agencies, as needed. Ensures recruitment efforts are in compliance with OFCCP regulations and are consistent with a government contractor status. Organizes, prepares, schedules and conducts onboarding orientation with orientation team. Ensures all employee onboarding tasks are completed and onboarding initiatives are executed (i.e. mentor connect). Develops programs within the office and/or region to facilitate new employee integration during the first year of employment to support new hire retention. Leads the development and compliance training provided to staff, including meeting with facilitators, auditing required training classes, collecting and analyzing feedback, and ensuring compliance. Researches appropriate resources to meet local training and development needs for professional staff and implement training solutions with Human Resources management and/or other Talent department members. Develops and maintains project objective(s), scope, and work plan related to HR key initiatives, including identifying resources, overseeing progress of ongoing projects, and communicating closely regarding progress of projects. Facilitates the employee recognition program (STAR) and other firm initiatives that are designed to promote a positive work environment for geographic region. Serves in a leadership role on various local office committees such as the firm for Good and WinLIFE. Collaborates with HR team and administrative department leaders to help facilitate organizational changes and respond to employee feedback. Works with managers and employees to improve work relationships, build morale, and increase productivity and engagement to enhance employee satisfaction. Conducts employee life-cycle surveys such as 90-day new hire evaluation, exit interviews, etc. Analyzes trends and recommend improvements to bring best practice and expertise-driven perspectives to strategic and operational business discussions and people management decision-making. Bachelor’s degree and 5+ years of human resources experience are required; or 6+years of relevant human resources experience in a legal or professional services environment may be considered in lieu of a Bachelor’s degree is required. SHRM or HRCI certification is preferred.

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