Description
POSITION SUMMARY:
The HR Generalist plays a key role in advancing organizational effectiveness by delivering strategic and operational support across talent acquisition, total rewards, employee relations, and HR technology. This role partners closely with the Vice President of HR and organizational leaders to attract, develop, and retain a diverse, high-performing workforce.
The HR Generalist serves as both a strategic partner and hands-on practitioner that drive people initiatives, enhances the employee experience, and optimizes data and technology to inform decision-making.
Compensation: $80,000 to $95,000 annually in addition to company provided benefits.
Hybrid Work Environment: Candidates must live in or be willing to relocate to the Twin Cities Metro area and report to onsite office a minimum of three days per week.
MAJOR AREAS OF RESPONSIBILITY:
HR Strategy and Implementation (20%)
-Partner with leaders to design and execute people strategies that drive engagement, performance, development, and retention aligned with organizational goals.
-Provide consultation and coaching to leaders on organizational design, team effectiveness, performance management, employee relations, and change management.
-Manage and resolve complex employee relations matters with sound judgment and a focus on equitable outcomes.
-Support workforce planning efforts, including organizational structure, succession planning, and talent development strategies.
-Collaborate with the VP of HR to design and implement employee engagement strategies with clear metrics and measurable outcomes.
-Support labor relations activities, including contract interpretation, administration, and grievance management (as applicable).
-Identify capability gaps and partner with leaders to determine appropriate targeted learning and development programs.
Talent Acquisition & Workforce Planning (25%)
-Lead full-cycle recruitment efforts, including sourcing, screening, interviewing, and onboarding for a wide range of roles.
-Partner with hiring managers to define role requirements, develop sourcing strategies, and ensure an efficient, high-quality hiring process.
-Build and maintain diverse talent pipelines through proactive sourcing, networking, and community partnerships.
-Enhance employer branding and candidate experience to position the organization as an employer of choice.
-Analyze recruiting metrics (time-to-fill, source effectiveness, quality of candidate pools) and recommend improvements.
-Ensure equitable and inclusive hiring practices throughout the recruitment lifecycle.
-Continuously evaluate and improve onboarding processes to drive early engagement and retention.
Employee Engagement, Professional Development and Total Rewards (15%)
-Administer and continuously improve compensation programs, including market analysis, internal equity reviews, and salary administration.
-Partner with the VP of HR to design, implement, and communicate competitive and innovative benefits programs.
-Serve as a trusted advisor to leaders on compensation, job design, and total rewards strategies.
-Support employee engagement initiatives, including survey administration, data analysis, and action planning.
-Coordinate and/or facilitate professional development and training programs aligned with organizational needs.
-Contribute to the development of a holistic wellbeing strategy in partnership with internal and external stakeholders.
-Serve as back-up and support Benefits Coordinator as needed.
HR Technology, HRIS and People Analytics (20%)
-Serve as a primary administrator and subject matter expert for the HRIS, ensuring data integrity, system optimization, and alignment with business needs.
-Manage HRIS workflows, security roles, integrations, and system updates; partner with IT and vendors as needed.
-Identify opportunities to automate and streamline HR processes through technology solutions.
-Develop, maintain, and analyze HR dashboards and key performance indicators (KPIs), including workforce metrics, recruiting data, turnover, and engagement trends.
-Generate insights from data to inform strategic decision-making and improve organizational outcomes.
-Support system implementations, upgrades, and user training to maximize adoption and effectiveness.
Compliance & Policy Development (10%)
-Ensure compliance with all federal, state, and local employment laws, regulations, and best practices.
-Review, develop, and update HR policies and practices to ensure alignment with organizational values, equity principles, and legal requirements.
-Provide guidance to leaders and employees on policy interpretation and application.
-Maintain accurate and compliant employee records and documentation.
Other Duties as Assigned (10% of time)
-Participate as an active member of the HR Team. Contribute to shared goals and collaborate with colleagues on achievement of priorities.
-Complete other tasks as assigned.
Requirements
QUALIFICATIONS
Required Experience
-Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent combination of education and experience).
-Minimum of 5 years of experience in human resources, including significant experience in talent acquisition, total rewards and benefits, compliance, policy development, and employee relations.
-Proven experience managing full-cycle recruitment, including sourcing strategies, interviewing, and partnering with hiring managers to fill a variety of roles.
-Hands-on experience administering and optimizing an HRIS or HCM platform (e.g., Workday, UKG, ADP, or similar), including reporting, workflows, and data integrity.
-Strong analytical skills with experience using HR data and metrics to inform decisions (e.g., turnover, recruiting metrics, engagement survey data).
-Demonstrated experience handling complex employee relations matters with sound judgment, discretion, and a commitment to equitable outcomes.
-Working knowledge of federal, state, and local employment laws and regulations and ability to apply them in day-to-day practice.
-Experience supporting or administering compensation and benefits programs, including market analysis and employee communication.
-Excellent interpersonal, communication, and influencing skills, with the ability to build trust and credibility across all levels of the organization.
-Strong project management and organizational skills, with the ability to manage multiple priorities and meet deadlines in a dynamic environment.
Preferred Experience
-PHR/SPHR or SHRM-CP/SHRM-SCP certification
-7+ years of experience leading compensation, benefits, compliance, policy development, employee relations and organizational development.
-Experience working in a union environment
-Experience with UKG
Knowledge, skills and abilities:
-Extensive knowledge of compensation, benefits, employment laws and regulations
-Highly collaborative work style and exceptional ability to work with people from diverse backgrounds at all levels within the organization
-Hands on workstyle with a “get it done” attitude
-Exceptional communication and interpersonal skills and the ability to engender trust
-Ability to balance human and organizational decisions with business considerations
-Ability to design and implement HR programs that align to key organizational strategies
-Demonstrate flexibility and adaptability in a fast-paced environment
-Skilled at constructive problem-solving and thoughtful decision-making
-Strong analytical skills
-Commitment to advancing Inclusion, Diversity, Equity and Accessibility (IDEA)
