Human Resources Generalist

Job description

Salary Range: $70,000–$75,000 Summary: The Human Resources Generalist plays a key role in supporting staff and supervisors by focusing on compliance, reporting, HR operations, training and professional development, performance management, and employee relations. This role partners closely with the Human Resources Manager to support HR initiatives that strengthen organizational effectiveness, employee development, and workplace practices across the agency. Agency Information: JFCS is a multi-faceted human services agency with the mission to provide essential services to people of all ages and backgrounds to sustain healthy relationships, ease suffering and offer support in times of need. Benefits: - Competitive benefits package including medical insurance, 401(k) with match, life and long-term disability insurance, and access to dental, vision, and pet insurance - Vacation, wellness leave, paid Minnesota family and medical leave, holidays, flexible schedule - Hybrid working schedule Experience: - At least 3–5 years of progressive HR experience, including responsibilities in performance management, employee relations, and training and development - Experience supporting supervisors and staff in a professional setting; nonprofit sector experience preferred - Knowledge of employment law, HR best practices, and compliance requirements - Experience with HRIS systems (Paylocity preferred) - SHRM-CP or equivalent certification preferred but not required Essential Functions: Compliance, Reporting & HR Operations (30%): - Play a lead role in updating and maintaining the Staff Handbook and HR policies - Support the HR Manager with compliance initiatives, audits, reporting, and HR-related projects - Coordinate aspects of the agency's ADA accommodation process - Support compensation-related initiatives, including market pricing and job evaluations Training & Professional Development (25%): - Coordinate staff learning and development programs, including scheduling, communication, and tracking participation - Develop, maintain, and administer training content within the agency's learning management system - Coordinate onboarding, annual, compliance, and supervisor training initiatives Performance Management & Development (20%): - Coordinate the agency's performance development processes, including check-ins and reviews - Provide tools, training, and support to supervisors and staff to ensure performance management practices are applied consistently Employee Relations (15%): - Serve as the primary point of contact for most employee relations issues - Conduct and document conversations and investigations related to workplace concerns - Ensure policies are applied equitably and consistently Recruiting Support (10%): - Serve as a backup to the HR Coordinator on recruiting activities, including applicant screening, interview scheduling, and onboarding support