The HR Generalist serves as a key member of the Human Resources team, providing a balanced blend of employee relations support and internal communications, engagement, and onboarding coordination.

In this role, the HR Generalist will typically dedicate approximately 50% of their time supporting Employee Relations for the Service Center, acting as a trusted advisor to employees and leaders, and 50% supporting internal communications, engagement initiatives, and onboarding activities that enhance the employee experience across the organization.

During Annual Enrollment, the role will shift to prioritize Service Center Employee Relations support, with time allocation exceeding 50% to meet business demand.

This position plays a critical role in ensuring a positive employee experience, maintaining compliance, strengthening communication, and supporting organizational culture.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Employee Relations & Service Center Support (≈50% of time; higher during Annual Enrollment)

• Serve as the primary point of contact for Employee Relations matters within the Service Center, providing guidance on policy interpretation, conflict resolution, and workplace concerns.
• Partner with managers to address performance issues, disciplinary actions, and performance improvement plans, ensuring proper documentation and consistency.
• Support investigations by gathering facts, documenting findings, and escalating complex matters as appropriate.
• Maintain up-to-date knowledge of employment laws and ensure compliance with company policies and practices.
• Respond to employee inquiries and provide timely, accurate guidance on HR-related matters.
• Support high-volume employee relations needs during Annual Enrollment, including issue resolution and escalation management.

HR Operations & Compliance

• Maintain and update employee information in HRIS, including job changes, promotions, pay adjustments, and terminations.
• Support offboarding processes, including exit interviews, documentation, & coordination with internal teams.
• Assist with unemployment claims, including documentation and participation in hearings as needed.
• Ensure compliance with I-9 processes, background checks, and employment verification requests.

• Conduct audits of HR records, processes, and vendor activity to ensure accuracy and compliance.
• Contribute to HR projects, system enhancements, and process improvement initiatives.

Internal Communications & Engagement (≈50% of time)

• Develop, publish, and maintain HR-related content across internal communication channels (e.g., intranet, EMPact app, newsletters).
• Partner with HR teams (Talent Acquisition, Benefits, L& D, People Experience) to ensure consistent, timely, and aligned messaging.
• Support the creation and maintenance of communication templates to improve clarity and consistency across employee messaging.
• Manage and maintain an internal communications calendar, ensuring visibility into key initiatives and campaigns.
• Analyze communication engagement metrics and recommend improvements to content and delivery strategies.
• Support HR-led engagement initiatives, campaigns, and culture-building programs.
• Maintain HR resource libraries, toolkits, and employee-facing materials.

Onboarding & Employee Experience

• Support onboarding communications and materials to enhance the new hire experience.
• Partner with Talent Acquisition and HR teams to ensure a smooth transition from candidate to employee.
• Assist in developing onboarding content, including benefits education and key lifecycle communications.
• Help ensure consistency and quality across onboarding processes and communications.

Culture, Engagement & Continuous Improvement

• Promote a positive, inclusive workplace culture through engagement initiatives and communication strategies.
• Collaborate cross-functionally to support organizational initiatives and employee experience improvements.
• Identify opportunities to improve HR processes, communication effectiveness, and employee access to information.
• Support change management efforts through clear, effective communication and employee support.

REQUIRED SKILLS AND ABILITIES

• Strong employee relations and conflict resolution skills with the ability to handle sensitive situations with discretion.
• Excellent written and verbal communication skills, with the ability to translate complex information into clear messaging.
• Strong organizational and project management skills, with the ability to manage multiple priorities.
• Analytical mindset with the ability to interpret data and measure effectiveness of HR programs and communications.
• Ability to work cross-functionally and build strong relationships across the organization.
• High attention to detail and ability to maintain accuracy in HR systems and communications.
• Proficiency in HRIS systems, Microsoft Office Suite, and communication or project management tools (e.g., SharePoint, Asana).

KNOWLEDGE, EXPERIENCE, AND/OR EDUCATION REQUIREMENTS

• Bachelor's degree in Human Resources, Business Administration, Communications, or related field preferred (or equivalent experience).
• 1-3 years of experience in Human Resources, with exposure to employee relations, HR operations, and/or internal communications.
• Strong understanding of employment laws, HR practices, and compliance requirements.
• Experience supporting internal communications, employee engagement, or onboarding initiatives is preferred.
• Professional HR certification (e.g., PHR, SHRM-CP) is a plus but not required.

Disclaimer: This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the job. Management reserves the right to modify or reassign job duties as business needs evolve.

The HR Generalist serves as a key member of the Human Resources team, providing a balanced blend of employee relations support and internal communications, engagement, and onboarding coordination.

In this role, the HR Generalist will typically dedicate approximately 50% of their time supporting Employee Relations for the Service Center, acting as a trusted advisor to employees and leaders, and 50% supporting internal communications, engagement initiatives, and onboarding activities that enhance the employee experience across the organization.

During Annual Enrollment, the role will shift to prioritize Service Center Employee Relations support, with time allocation exceeding 50% to meet business demand.

This position plays a critical role in ensuring a positive employee experience, maintaining compliance, strengthening communication, and supporting organizational culture.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Employee Relations & Service Center Support (≈50% of time; higher during Annual Enrollment)

• Serve as the primary point of contact for Employee Relations matters within the Service Center, providing guidance on policy interpretation, conflict resolution, and workplace concerns.
• Partner with managers to address performance issues, disciplinary actions, and performance improvement plans, ensuring proper documentation and consistency.
• Support investigations by gathering facts, documenting findings, and escalating complex matters as appropriate.
• Maintain up-to-date knowledge of employment laws and ensure compliance with company policies and practices.
• Respond to employee inquiries and provide timely, accurate guidance on HR-related matters.
• Support high-volume employee relations needs during Annual Enrollment, including issue resolution and escalation management.

HR Operations & Compliance

• Maintain and update employee information in HRIS, including job changes, promotions, pay adjustments, and terminations.
• Support offboarding processes, including exit interviews, documentation, & coordination with internal teams.
• Assist with unemployment claims, including documentation and participation in hearings as needed.
• Ensure compliance with I-9 processes, background checks, and employment verification requests.

• Conduct audits of HR records, processes, and vendor activity to ensure accuracy and compliance.
• Contribute to HR projects, system enhancements, and process improvement initiatives.

Internal Communications & Engagement (≈50% of time)

• Develop, publish, and maintain HR-related content across internal communication channels (e.g., intranet, EMPact app, newsletters).
• Partner with HR teams (Talent Acquisition, Benefits, L& D, People Experience) to ensure consistent, timely, and aligned messaging.
• Support the creation and maintenance of communication templates to improve clarity and consistency across employee messaging.
• Manage and maintain an internal communications calendar, ensuring visibility into key initiatives and campaigns.
• Analyze communication engagement metrics and recommend improvements to content and delivery strategies.
• Support HR-led engagement initiatives, campaigns, and culture-building programs.
• Maintain HR resource libraries, toolkits, and employee-facing materials.

Onboarding & Employee Experience

• Support onboarding communications and materials to enhance the new hire experience.
• Partner with Talent Acquisition and HR teams to ensure a smooth transition from candidate to employee.
• Assist in developing onboarding content, including benefits education and key lifecycle communications.
• Help ensure consistency and quality across onboarding processes and communications.

Culture, Engagement & Continuous Improvement

• Promote a positive, inclusive workplace culture through engagement initiatives and communication strategies.
• Collaborate cross-functionally to support organizational initiatives and employee experience improvements.
• Identify opportunities to improve HR processes, communication effectiveness, and employee access to information.
• Support change management efforts through clear, effective communication and employee support.

REQUIRED SKILLS AND ABILITIES

• Strong employee relations and conflict resolution skills with the ability to handle sensitive situations with discretion.
• Excellent written and verbal communication skills, with the ability to translate complex information into clear messaging.
• Strong organizational and project management skills, with the ability to manage multiple priorities.
• Analytical mindset with the ability to interpret data and measure effectiveness of HR programs and communications.
• Ability to work cross-functionally and build strong relationships across the organization.
• High attention to detail and ability to maintain accuracy in HR systems and communications.
• Proficiency in HRIS systems, Microsoft Office Suite, and communication or project management tools (e.g., SharePoint, Asana).

KNOWLEDGE, EXPERIENCE, AND/OR EDUCATION REQUIREMENTS

• Bachelor's degree in Human Resources, Business Administration, Communications, or related field preferred (or equivalent experience).
• 1-3 years of experience in Human Resources, with exposure to employee relations, HR operations, and/or internal communications.
• Strong understanding of employment laws, HR practices, and compliance requirements.
• Experience supporting internal communications, employee engagement, or onboarding initiatives is preferred.
• Professional HR certification (e.g., PHR, SHRM-CP) is a plus but not required.

Disclaimer: This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the job. Management reserves the right to modify or reassign job duties as business needs evolve. Empyrean is an Equal Opportunity Employer: including disability and protected veteran status