Corporate HR Generalist

Description & Requirements
Job Description
The Corporate HR Generalist provides comprehensive HR support to corporate also known as Enterprise Support Center (ESC) and leaders across multiple functions. This position serves as a trusted HR partner, providing guidance on employee relations, performance management, organizational changes, talent initiatives, compensation and benefits programs, HR policies, employee engagement, and HR processes.

The Corporate HR Generalist partners closely with HR Centers of Excellence and business leaders to deliver a consistent employee experience while supporting the evolving needs of a growing and changing organization.

Responsibilities Include:

HR Business Partnership

Provide day-to-day HR guidance to ESC leaders and employees.
Build strong partnerships with functional leaders to understand business needs and workforce priorities.
Coach managers on employee relations, performance management, organizational changes, and HR policies.
Serve as a connection point between corporate functions and HR specialty teams.

Employee Relations & Performance Management

Advise leaders on performance concerns, corrective action, attendance, policy interpretation, and employee relations matters.
Conduct employee investigations and prepare appropriate documentation.
Coach leaders on effective employee conversations and performance expectations.
Escalate complex or higher-risk matters to senior HR leadership and Legal as appropriate.

Organizational Change & Integration

Support reorganizations, integrations, acquisitions, consolidations, and other organizational changes.
Coordinate employee communications and documentation associated with job, reporting, compensation, payroll entity, or benefit changes.
Support workforce and organizational planning activities.
Help employees and leaders navigate changes while maintaining continuity and engagement.

Talent & Workforce Management

Partner with Talent Acquisition on corporate hiring needs.
Support onboarding and integration of new employees.
Assist leaders with workforce planning, job changes, promotions, transfers, and organizational needs.
Partner with Talent Management on performance and talent initiatives.

Compensation, Benefits & HR Programs

Partner with Compensation, Benefits, Payroll, and HRIS teams to address employee and leader questions.
Support compensation reviews, promotions, job changes, and other employee transactions.
Educate employees and managers regarding HR programs, policies, and processes.
Help identify and resolve payroll, benefits, and HRIS issues.

HR Operations & Data

Maintain accurate employee information and documentation.
Coordinate employee transactions and organizational changes.
Prepare and analyze HR information to identify workforce trends and potential areas of concern.
Support audits, reporting, compliance initiatives, and HR projects.

Employee Engagement & Culture

Support employee engagement, recognition, retention, and culture initiatives.
Partner with leadership on communication strategies that improve employee understanding and engagement.
Help identify employee concerns and recommend practical solutions.
Support corporate-wide HR initiatives and programs.

Projects

Assist with projects assigned in addition to consolidations/integrations.

The Ideal Candidate Will Have:

Bachelor's degree in Human Resources, Business Administration, or related field preferred.
3–5 years of progressive HR experience, preferably supporting professional, corporate, or shared-services populations.
Experience with employee relations, investigations, performance management, and manager coaching.
Experience supporting organizational change, reorganizations, or acquisitions/integrations preferred.
Working knowledge of employment laws and HR best practices.
Strong HRIS and Microsoft Office skills.
Strong written communication, organization, judgment, and problem-solving skills.
Ability to manage confidential employee matters and multiple priorities.
SHRM-CP or PHR preferred but not required.