HR Generalist

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for an HR Generalist based in the United States. As an HR Generalist, you will play a key role in connecting HR operations with strategic human resources support, helping managers navigate complex employee and organizational matters. You will provide practical guidance on performance management, annual reviews, employee inquiries, and people-related processes while ensuring consistency, fairness, and compliance. Working closely with HR Business Partners and cross-functional People teams, you will help translate business needs into effective HR solutions. This role combines employee support, sound judgment, data management, and project coordination in a distributed work environment. You will also contribute to improving HR workflows, documentation, and service delivery through process optimization and AI-enabled tools. This remote opportunity offers broad exposure to human resources and a strong pathway toward future HR Business Partner responsibilities.

Manager Coaching and HR Guidance: Serve as a primary point of contact for managers seeking guidance on nuanced HR matters, providing practical recommendations aligned with company policies, established practices, employee experience, fairness, and risk considerations. Employee Inquiries and Case Management: Conduct detailed employee and manager inquiries, ask relevant follow-up questions, gather facts and timelines, document findings objectively, and determine appropriate next steps. Issue Triage and Escalation: Assess HR requests based on complexity, urgency, business context, and potential risk, ensuring cases are resolved appropriately or routed to the relevant teams. Performance Management and Annual Reviews: Partner with HR Business Partners to coordinate and execute performance management, annual review cycles, and other people-related initiatives, ensuring accurate documentation and end-to-end process completion. People Strategy and Organizational Support: Contribute to talent initiatives, position management, organizational changes, job profile updates, and other HR projects in collaboration with HR Business Partners and Centers of Excellence. Cross-Functional Collaboration: Coordinate with the Employee Service Center, HR Business Partners, and other People teams to maintain continuity, improve case resolution, and deliver a consistent experience for employees and managers. Stakeholder Engagement: Participate in HR team meetings, talent discussions, and relevant planning sessions to understand business priorities, share operational insights, and identify opportunities to improve HR support. Process Improvement and Documentation: Develop and refine standard operating procedures, playbooks, guidance materials, and triage rules based on recurring case patterns, stakeholder feedback, and operational needs. HR Systems and Data Management: Maintain accurate HR records, support data processing and interpretation, and use HR information systems and service management tools to manage requests and ensure documentation quality. AI-Enabled Efficiency: Explore and apply AI tools to streamline workflows, improve documentation and analysis, identify recurring patterns, and enhance the efficiency and quality of HR service delivery. Confidentiality and Compliance: Handle sensitive employee information, performance matters, employee relations inquiries, and organizational changes with discretion, professionalism, and appropriate confidentiality. Requirements: Professional Experience: At least 2 years of relevant HR experience in shared services, employee service centers, HR operations, employee relations, or HR generalist positions. HR Case Management: Experience handling employee and manager inquiries, gathering relevant information, documenting cases clearly and objectively, and coordinating appropriate follow-up actions. Judgment and Problem-Solving: Demonstrated ability to assess ambiguous situations, prioritize requests, distinguish routine matters from complex or high-risk issues, and determine when escalation is necessary. HR Operations Knowledge: Familiarity with HR policies, employee lifecycle processes, performance management, annual review cycles, and general HR operational practices. HR Technology Proficiency: Experience using Workday or a comparable human resources information system (HRIS), as well as ServiceNow or similar service management and case-tracking platforms. Communication Skills: Strong written and verbal communication skills, including the ability to explain policies, provide clear guidance, document sensitive matters objectively, and communicate effectively with stakeholders at different levels. Organization and Execution: Excellent organizational skills, attention to detail, and the ability to manage multiple requests simultaneously while maintaining accurate records and ensuring timely follow-through. Collaboration and Relationship Management: Ability to build trust with managers, employees, HR Business Partners, and cross-functional teams while working effectively through ticketing systems, instant messaging, and live conversations. Confidentiality and Professionalism: Strong discretion and reliability when handling confidential employee information, performance concerns, employee relations matters, and organizational changes. Continuous Improvement Mindset: Interest in identifying recurring issues, refining standard operating procedures, improving workflows, and developing scalable approaches to HR service delivery. Preferred Shared Services Experience: Previous experience in a tiered HR support or shared services model where accurate case routing, service-level agreements, and escalation processes are essential is an advantage. Preferred AI and Automation Skills: Hands-on experience using AI tools such as ChatGPT, Claude, or Gemini to improve workflows, documentation, research, or analysis is beneficial. Preferred Project Support Experience: Experience contributing to organizational change, job leveling, job profile updates, or related HR projects through project coordination, documentation, and stakeholder preparation is a plus. Remote Work Readiness: Ability to work independently, collaborate effectively in a distributed environment, and maintain productivity while supporting employees and managers remotely. Benefits: Competitive Base Salary: Annual salary ranges vary by location: $86,200–$137,800 in California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington State, and Washington, D.C. $81,900–$130,900 in Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia. Salary ranges for other locations may differ. Equity Awards: Eligibility for additional equity awards based on factors such as experience, performance, and location. Remote Work Flexibility: Work remotely from an approved location within the United States, subject to limited geographic restrictions. Career Development: Gain broad exposure to HR operations, employee relations, performance management, organizational initiatives, and strategic people support. Professional Growth Opportunities: Develop the skills and experience needed to pursue future HR Business Partner roles. Collaborative Work Environment: Work closely with HR specialists, business partners, and cross-functional teams in a distributed and technology-enabled environment. Innovation and Process Improvement: Opportunities to leverage AI tools and contribute to more efficient, scalable, and effective HR services. Inclusive Workplace Culture: Join an environment committed to employee well-being, collaboration, equal opportunity, and professional development.