Human Resources Generalist

Employee Relations & Compliance

• Serve as the primary intake owner for employee relations issues across supported in-office locations, ensuring timely acknowledgment, clarification of concerns, and clear next-step communication.
• Conduct employee relations investigations, document findings, and provide clear, defensible recommendations, escalating when appropriate while continuing to move work forward.
• Support and guide managers through progressive discipline and performance management, up to and including final warnings, ensuring policy-aligned execution without over-functioning on behalf of leaders.
• Make preliminary ER determinations under ambiguity, adjusting course as new information becomes available and recognizing that delay itself can introduce risk.
• Partner with Workforce Management and managers to identify and escalate time and attendance concerns, including trend analysis and enforcement guidance.
• Assist with Workers’ Compensation matters, including completing First Reports of Injury within required timelines and notifying appropriate stakeholders.
• Post and monitor immigration and compliance notices and proactively notify HR Operations when updates or corrections are required.
• Identify recurring employee relations trends and provide actionable insights and recommendations to the Senior HRBP.

 

Recruiting & Hiring Support

 

• Partner with Talent Acquisition to support high-volume hiring for exempt and non-exempt roles, with a focus on operational readiness and timely movement.
• Manage candidate movement within applicant tracking systems, including opening roles, updating statuses, and coordinating workflow with Talent Acquisition.
• Conduct initial phone screens for representative-level roles to assess baseline fit and hiring readiness.
• Maintain early-stage candidate communication and follow-up on internal referrals.
• Coordinate onsite interviews and contribute to a consistent, professional candidate experience.

 

Onboarding & Orientation

 

• Partner with HR, Enablement, and business leaders to support onboarding for Customer Support and other in-office teams.
• Coordinate with CIT and managers to ensure timely equipment delivery, system access, and workspace readiness.
• Provide in-person, first-day support and serve as an accessible resource for new hires.
• Serve as backup facilitator for new hire orientation as needed.
• Maintain onboarding documentation, manager-facing guidance, and FAQs to support consistent execution.

 

Reporting, Auditing & Operational Discipline

 

• Track and manage open employee relations matters, ensuring clear ownership, follow-through, and timely closure.
• Provide proactive status updates to HR leadership and partners without waiting for reminders or perfect resolution.
• Liaise with internal teams to obtain and organize HR reports, including headcount, onboarding progress, and ER activity.
• Conduct audits of employee data in HRIS and learning systems, escalating discrepancies and supporting resolution.
• Identify trends and operational gaps and deliver actionable insights to the Senior HRBP.

 

Employee Experience, Recognition & Belonging

 

• Support employee recognition efforts and partner with Customer Support leaders to reinforce meaningful recognition practices.
• Track employee milestones, including anniversaries and promotions, across supported locations.
• Serve as the onsite Belonging liaison for the Minnesota office by gathering feedback, supporting engagement initiatives, and facilitating team-building efforts.
• Assist with mentorship program coordination, including feedback collection and continuous improvement recommendations.
• Maintain up-to-date HR resources, FAQs, and tools that promote clarity for employees and managers.