Senior Human Resources Generalist

OverviewThe Senior Human Resources Generalist supports the full range of human resources functions, with a primary concentration in employee benefits, employee relations, organizational development, and performance management. This role administers broad HR programs and activities including policy review and administration, regulatory compliance, and recruitment support - serving as a trusted advisor to employees and leaders at all levels of the organization.Essential Duties and ResponsibilitiesAdminister employee benefits programs and serve as the primary point of contact for benefits-related matters.Initiate employee relations matters including investigations, coaching, and disciplinary processes.Support organizational development initiatives including leadership development, succession planning, and change management.Manage performance management cycles and partner with leadership to drive employee development and retention.Ensure compliance with federal and state employment laws and HR regulatory requirements.Support full-cycle recruitment and HR operations including HRIS data management and reporting.Administrative responsibilities to include processing Verifications of Employment, Benefits Enrollment, New Hire Processing and Onboarding/Offboarding processes.Key Responsibilities and DutiesEmployee Benefits AdministrationServes as the initial point of contact for the enrollment and administration of employee benefit programs, including medical, dental, vision, life, disability, FSA/HSA, and 403(b) plans.Manage annual open enrollment process end-to-end: communications, system configuration, employee education, and reconciliation.Serve as the primary employee point of contact for benefits questions, claims support, and carrier escalations.Monitor and manage COBRA, FMLA leave interactions, and qualifying life events.Conduct benefits audits to ensure accuracy of enrollments, deductions, and HRIS data.Support DOL reporting efforts.Employee RelationsServe as first point of contact for thorough, timely, and objective investigations into employee complaints, policy violations, and workplace incidents.Document investigative findings and recommend appropriate remediation or corrective action in preparation for review by the Executive Director.Provide coaching to managers on delivering feedback, managing performance, and navigating difficult conversations.Support the administration of disciplinary processes including Performance Improvement Plans (PIPs) and separations.Support the implementation of workplace investigation platform.Maintain accurate and confidential records of all ER cases and outcomes.Organizational DevelopmentSupport design and delivery of OD initiatives including leadership development, succession planning, and change management.Collaborate with campus managers to assess effectiveness and identify talent gaps.Coordinate learning and development programs; manage logistics, vendor relationships, and completion tracking.Champion a culture of continuous learning, inclusion, and organizational agility.Performance ManagementSupport the annual and mid-year performance review cycle including system setup, communications, and reporting.Train and coach managers on goal-setting (OKRs/SMART goals), evaluation calibration, and documentation best practices.Partner with leadership to ensure performance ratings are fair, consistent, and legally defensible.Identify performance trends; recommend interventions to support employee development and retention.Maintain performance records and support compensation planning processes tied to performance outcomes.Policy Review & AdministrationCollaborate with the Executive Director and committee to review, update, and maintain the employee handbook and HR policies in alignment with current employment law.Communicate policy changes effectively to the workforce; develop FAQs and manager toolkits.Support the development of new policies as the organization evolves.ComplianceEnsure organizational compliance with FMLA, ADA, FLSA, EEO/AA, Title VII, HIPAA, and applicable state/local laws.Maintain required labor law postings, I-9 records, and personnel files in accordance with records retention policy.Assist with EEO-1 reporting, AAP preparation, and audit responses.Stay current on employment law developments and proactively advise leadership on risk and compliance obligations.Recruitment SupportSupport full-cycle recruiting as needed including job posting, candidate screening, interview coordination, and offer preparation.Partner with hiring managers to develop job descriptions and define selection criteria.Ensure a positive candidate experience and consistent application of hiring processes.Maintain ATS records and support hiring metrics and reporting.HR Operations & ReportingMaintain accurate employee data in HRIS; process employee transactions including new hires, transfers, and terminations.Generate HR metrics, dashboards, and ad hoc reports for leadership (turnover, headcount, time-to-fill, engagement, etc.).Support HR projects, system implementations, and process improvement initiatives.Onboard new employees and facilitate orientation programs in partnership with department leaders.SupervisionSupervises the work of HR student employees.Required Skills and QualificationsTechnical SkillsProficiency with HRIS platforms (Workday, ADP Workforce Now, UKG, or equivalent).Experience with ATS platforms.Strong Microsoft Office/365 skills; intermediate Excel capability.Familiarity with performance management and LMS platforms.KnowledgeSolid working knowledge of federal and multi-state employment law and HR compliance requirements.General understanding of employee benefit plan design, administration, and regulatory compliance (ERISA, ACA, COBRA, HIPAA) a plus.Familiarity with OD methodologies, change management frameworks (e.g., ADKAR, Kotter), and talent management practices.Certifications (Preferred)PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred.CEBS or benefits-specific certification a plus.Required Education and ExperienceBachelor's degree in Human Resources, Business Administration, Psychology, or a related field (required).Master's degree in HR or related discipline (preferred).Minimum 5 years of progressive HR generalist experience with demonstrated breadth across multiple HR functions.Prior experience working in Higher Education.Full-time 40 hours per week position minimum. Working hours will occasionally include evenings and weekends during peak periods including registration.