Senior HR Generalist

Position Summary: The Senior HR Generalist is responsible for day-to-day administration and implementation of various HR processes such as recruitment, onboarding, payroll, benefits, employee relations, performance management, learning and development, offboarding, employee engagement, records management, and compliance efforts.

Primary Duties and Responsibilities:

Payroll and Benefits

• Processes/Transmits accurate payroll-reviewing previews of payroll data before and after payroll is transmitted, reviewing manual batches, exception reports, etc., to ensure accuracy of payroll and related functions.


• Maintains payroll related reports, processes and detailed records of all court-ordered wage orders (including child support, garnishments, and tax levies). 


• Prepares manual pays, special pays, and termination checks, etc. when needed.


• Assists with processing of year-end adjustments in preparation for issuance of W-2’s.


• Handles escalated client payroll issues (from employees, managers and agencies) and related questions (reviews, researches) and provides resolutions.


• Responsible for keeping up to date on payroll and benefits tax laws and regulations. 


• Supports the administration of employee health, welfare and retirement plans including new hire and annual open enrollments and changes to ensure compliant management of employee database, benefits records compliance and audit, federal and state compliance, and necessary filings.

Employee Relations

• Handles, investigates, and resolves employee grievances, harassment complaints, and misconduct allegations.


• Partners with CPE leadership in union related project work, negotiations, and tasks as needed to include collaboration with external union representatives.


• Guides CPE managers through performance issues, disciplinary actions, and employee relations strategies and provides support in the execution of the performance management process including coaching, counseling, new hire and annual reviews and partnership across each phase of the performance management process. 


• Administers offboarding activities to include but not limited to (stakeholder notifications, final pay calculations, employee records/profile updates, conducting exit interviews, overseeing property/equipment returns, etc.).


• Contributes to the ongoing maintenance & communication of the Employee Handbook including updates to ensure fair and consistent application of policies and employees are informed on how to comply with company-wide policies, and HR programs, procedures, and guidelines.

Recruitment & Onboarding

• Administers the recruitment process, including tracking vacancies, drafting, and updating position descriptions, and placing job ads, distributing applications, scheduling interviews, sourcing candidates, conducting phone screens, tracking applicants, and coordinating pre-hire screenings, and conducting reference checks, as assigned.


• Maintains ATS to include updating candidate records.


• Serves as point of contact for engaged candidates: guide them through the interview process and help facilitate an incredible candidate experience.


• Serves as point of contact for hiring managers: developing recruitment strategies, guiding them through the interview and selection process and facilitation of onboarding efforts (new hire orientation).

General HR Support

• Serves as primary contact for employee related questions and concerns.


• Responsible for complete employment life cycle activities from employee sourcing through termination, including sourcing & recruitment efforts, onboarding of new hires and payroll.


• Generates and maintains HR information and relevant employee processes in HRIS, ATS, and Payroll system and related platforms in alignment with local, state, and federal laws and compliance with EEOC as needed, developing reports on demand and when necessary.


• Supports the drafting of proposed human resources policies and supports compliance with company policies and HR-related legal and regulatory requirements.


• Remains knowledgeable and current regarding federal, state and case law changes and monitors labor law updates for changes that affect the organization. 


• Performs other duties as requested.

Key Qualifications, Knowledge, and Skills Required:

• Bachelor's degree from an accredited school or university AND 5-7 Years related work experience. Prior experience working in an HR department of 1 a plus.


• Experience working in a unionized environment and HR Certifications a plus.


• Strong working knowledge of employment law, wage & hour laws, compensation, benefits, and payroll regulations.


• Proficient and experienced using Google Suite (Docs, Sheets, Slides) or Microsoft Office (Word, Excel, and PowerPoint) applications, video conferencing technologies and HRIS/ATS/Payroll platforms.


• Excellent verbal and written communication skills 


• Strong interpersonal and mediation skills to navigate difficult conversations.


• Good organizational skills with a strong attention to detail and accuracy


• Strong work ethic and capable of handling confidential and sensitive information with integrity


• Ability to work effectively with diverse groups and strong commitment to contribute to positive supportive and collaborative relationships.


• Must be dependable with excellent time management skills and the ability to work under deadlines and manage multiple tasks and competing priorities.


• Must be a self-starter with the ability to work with minimal supervision.


• Excellent customer service and employee relations skills and the ability to work collaboratively with others within and outside the organization.


• Able to work flexible hours and travel as needed to support organizational needs.