Senior Human Resource Generalist

Senior Human Resource Generalist The Senior Human Resource Generalist serves as a trusted advisor and subject matter expert, providing comprehensive human resources support across the employee lifecycle, including classification and compensation, recruitment and selection, employee relations, performance management, investigations, and compliance with federal and state laws and policies. This role applies advanced knowledge of FLSA, job analysis, organizational design, benefits administration, and HR systems to evaluate complex issues, conduct and resolve investigations, perform position and salary reviews, and deliver clear, well-supported recommendations to leadership. The position partners closely with managers and stakeholders to assess organizational needs, improve processes, develop and deliver training, analyze data to reach sound, legally defensible conclusions, and ensure consistent, effective human resource practices while working independently and collaboratively within a higher education and/or state government environment. Job Duties: Employee Relations, Investigations, Performance Management, Classification, Compensation and Recruitment Support, Comprehensive HR Consultation, Policy Interpretation, Customer Service Coverage Minimum Qualifications: Extensive knowledge of human resource management principles and best practices across all functional areas, including employee relations, performance management, investigations, classification and compensation, recruitment and selection, benefits administration, and HR policy application. In-depth knowledge of federal and state employment laws and regulations, including FLSA, EEO, due process requirements, and related compliance standards. Advanced knowledge of investigative methods, documentation standards, and report writing for complex and high-risk employee relations cases. Job analysis methodologies, organizational structure, and compensation frameworks within a public sector or higher education environment. State government HR systems and processes, including HRIS platforms (e.g., Cardinal, PeopleSoft, PageUp) and data management practices. Benefits programs, including health care, retirement, leave, disability, and other state or agency-sponsored programs. Providing high-level HR consultation and advisory services to supervisors, managers, and leadership across all HR functional areas. Conducting, evaluating, and resolving complex investigations and employee relations cases involving sensitive and confidential matters. Analyzing complex data, facts, and circumstances to reach logical, legally sound, and well-documented conclusions. Applying classification and compensation standards to position reviews, FLSA determinations, and salary actions. Managing multiple competing priorities, maintaining service continuity, and filling coverage gaps to sustain high levels of customer service. Preparing clear, detailed written reports, findings, and recommendations for leadership and legal review. Delivering effective presentations and training to diverse audiences. Exercise independent judgment and discretion in resolving complex HR issues and advising leadership on risk and compliance. Communicate effectively, both orally and in writing, with employees, supervisors, executives, and external stakeholders. Interpret and apply laws, policies, and procedures consistently across varied and complex situations. Build trust and credibility with stakeholders while managing conflict and sensitive situations. Work independently while collaborating effectively as part of a team to ensure seamless HR service delivery. Adapt quickly in a high-volume, high-risk environment and proactively fill operational gaps to maintain excellent customer service. Maintain confidentiality and handle sensitive information with discretion and professionalism. Preferred/Additional Considerations: Seven or more years of progressively responsible human resources experience, including substantial experience handling complex employee relations issues, investigations and compensation matters. Experience in a public sector or higher education environment. Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR. Demonstrated experience working with state or enterprise HR systems (e.g., Cardinal, PeopleSoft, PageUp).

Created: 2026-03-04