09-066-HR Generalist

Position Summary

The Human Resources Generalist serves as a trusted HR partner supporting employees, managers, and leaders throughout the organization. The position is responsible for employee relations, performance management support, workplace investigations, unemployment administration, compliance initiatives, onboarding and offboarding activities, policy interpretation, and HR program delivery.

The HR Generalist works collaboratively with HR leadership and Centers of Excellence, including Benefits, HR Operations, Talent Acquisition, and Learning & Development, to ensure consistent application of HR policies, compliance requirements, and organizational values.

This role exercises independent judgment and discretion regarding employee relations, policy interpretation, and employment practices while supporting a positive and productive work environment.

Essential Duties and Responsibilities

Employee Relations

• Serve as the primary HR resource for employee relations matters.
• Provide coaching and guidance to managers regarding performance issues, workplace conflict, attendance concerns, and employee conduct.
• Conduct workplace investigations involving harassment, discrimination, retaliation, policy violations, and other employment concerns.
• Document findings and recommend appropriate corrective actions.
• Review disciplinary actions, performance improvement plans (PIPs), and termination recommendations.
• Facilitate conflict resolution and mediation efforts.
• Monitor employee relations trends and recommend proactive solutions.

Unemployment Administration

• Manage unemployment claims and agency responses.
• Coordinate collection of supporting documentation for unemployment hearings.
• Represent the organization during unemployment fact-finding interviews and hearings as appropriate.
• Track unemployment claims activity and outcomes.
• Identify trends and provide recommendations to reduce unemployment liability exposure.
• Ensure timely responses to state unemployment requests.

Performance Management

• Support annual and ongoing performance evaluation processes.
• Train managers on performance documentation and effective feedback techniques.
• Review evaluations for consistency and compliance.
• Assist managers with performance improvement plans and corrective action processes.
• Monitor completion rates and reporting for performance reviews.

Compliance & Risk Management

• Interpret and apply HR policies and employment practices consistently.
• Support compliance with federal, state, and local employment laws.
• Assist with accreditation, licensing, and regulatory reviews.
• Support implementation and communication of HR policies and procedures.
• Maintain employee documentation consistent with legal requirements.

Employee Lifecycle Support

• Support onboarding and offboarding initiatives.
• Assist with employee engagement initiatives.
• Assist with employee communications and HR programs.
• Support organizational change management efforts.

Training & Development

• Facilitate HR-related training programs.
• Deliver training on workplace expectations, policies, performance management, and employee relations topics.
• Support leadership development initiatives.
• Identify training needs and recommend solutions.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of relevant education and experience.
• At least five years of progressive human resources experience.
• Significant employee relations experience.
• Demonstrated experience conducting workplace investigations and advising managers.
• Strong knowledge of employment laws and HR best practices.
• Experience managing sensitive and confidential information.

Preferred Qualifications

• Experience administering unemployment claims and participating in hearings.
• Experience supporting a multisite organization.
• Human services, healthcare, behavioral health, or nonprofit experience.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Knowledge, Skills, and Abilities

• Strong employee relations, investigative interviewing, and documentation skills.
• Sound judgment and the ability to make well-supported recommendations.
• Excellent conflict-resolution and mediation capabilities.
• Strong written and verbal communication skills.
• Ability to interpret policies and employment requirements consistently.
• Ability to build trusted relationships with employees and leaders at all levels.
• Strong organization and time-management skills.
• Ability to manage multiple priorities and meet deadlines.
• Proficiency with HRIS platforms and Microsoft Office applications.
• Commitment to confidentiality, professionalism, and ethical HR practices.

Work Environment and Physical Requirements

• Office-based work with periodic visits to program locations throughout Virginia, Maryland, and Washington, D.C.
• Must be able to reliably commute to Richmond, VA 23236, or relocate before beginning employment.
• Eligible to apply for a hybrid work schedule following a satisfactory 90-day evaluation.
• Prolonged periods working at a computer and using a telephone.
• Must be able to lift up to 20 pounds.

What Success Looks Like

• Employee relations matters are addressed thoroughly, consistently, and within established timelines.
• Investigations are generally completed within 30 calendar days unless additional time is required due to complexity.
• Unemployment claims and hearings are handled accurately and by all applicable deadlines.
• Managers receive timely, practical guidance regarding performance and employee relations matters.
• Performance evaluations, personnel documentation, and compliance reviews are completed accurately and on schedule.
• Employee and manager inquiries receive an initial response within one business day.
• HR processes are continually reviewed and improved to support employees and organizational goals.

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