Senior Human Resources Generalist
Rosendin, California, MO, United States
YOUR NEXT OPPORTUNITY:
The Senior Human Resources Generalist is responsible for providing HR people management and administrative support, acting as a broker and partner with various People Department functions—including Talent Acquisition, Compensation and Benefits, Learning and Development, and HR Shared Services—to provide solutions to a wide variety of employee questions and concerns. The role uses working knowledge of the business to support strategic initiatives in partnership with HRBPs, providing tactical support to line managers.
WHAT YOU’LL DO:
Primary point of contact for field and front‑line management employees for human resources information and assistance.
Handles confidential information professionally, respecting employee privacy while maintaining company confidentiality; interacts with various levels of management, vendors, employees, and employee dependents.
Provides day‑to‑day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, terminations).
Assists and supports HRBPs in designing, communicating, and executing strategic People department initiatives, including data analysis, audits, program design, communication, and training delivery.
Maintains data integrity by entering employee change information (new hires, job changes, terminations, promotions, transfers) and updates employee files to support payroll, benefit carriers, and other internal/external areas.
Provides guidance on HR questions related to compensation, benefits, PTO, processes, or policy; partners with Shared Services as needed.
Investigates and recommends corrective actions to resolve workplace issues or complaints; partners with HRBPs and/or the Legal department as necessary.
Assists with new hire orientation, coordinating required paperwork, scheduling, and delivering content.
Supports the local college recruitment program initiatives, coordinating events and attending events as a company representative.
Supports coordination of special projects and events, including benefits open enrollment, recognition events, performance appraisals, training, and company events.
Acts as a liaison with other HR functions to provide tactical solutions for the business.
Handles performance improvement plans, progressive discipline, and other employee relations issues, working with the HRBP on escalated items.
Maintains basic knowledge of legal requirements related to day‑to‑day management of employees, risk evaluation, and regulatory compliance related to FMLA, leaves of absence, return to work, ADA, NLRA, etc.; partners with Legal department and HRBPs as needed.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention through management partnership and employee feedback systems or surveys.
Works with managers to identify skill or knowledge gaps and delivers or coordinates training in response, depending on the topic.
The duties and responsibilities are intended to describe the general nature and scope of work being performed; other duties may be assigned based on the position’s role within the business unit.
WHAT YOU’LL NEED TO BE SUCCESSFUL:
Basic understanding of Labor Law, including State and Federal statutes and basic familiarity with the NLRA.
Understanding of risk analysis and management concepts, exercising judgment in ambiguous situations.
Basic understanding of compensation philosophies and practices, recognizing issues and applying established programs to address them.
Basic data analytics and interpretation skills.
Excellent verbal and written communication skills; strong organizational, record‑keeping, and follow‑up skills.
High level of discretion and interpersonal skills for handling sensitive and confidential personnel matters and documentation.
Proficient in Microsoft Office (Outlook, Word, Excel); Oracle and SharePoint – preferred.
Ability to reconcile and provide benefit guidance.
Ability to prioritize and manage multiple tasks, changing priorities as necessary.
Ability to work under time pressure and adapt to changing requirements with a positive attitude.
Effective oral and written communication skills as required for the position.
Self‑motivated, proactive, and effective team player.
Ability to interact professionally with all levels of employees, vendors, clients, and others.
WHAT YOU BRING TO US:
Bachelor’s degree in HR or related field.
6+ years of experience.
PHR certification is a plus.
Combination of education, training, and relevant experience acceptable.
TRAVEL:
Up to 20%
WORKING CONDITIONS:
General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending; work conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning.
Noise level is usually low to medium; it can be loud on the jobsite.
We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions.
Occasional lifting of up to 30 lbs.
YOU Matter – Our Benefits
ESOP – Employee Stock Ownership
401 K
Annual bonus program based upon performance, profitability, and achievement
17 PTO days per year plus 10 paid holidays
Medical, Dental, Vision Insurance
Term Life, AD&D Insurance, and Voluntary Life Insurance
Disability Income Protection Insurance
Pre‑tax Flexible Spending Plans (Health and Dependent Care)
Charitable Giving Match with our Rosendin Foundation
Pay Range
$80,300.00–$105,400.00 Annual
The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate’s pay can vary based on location, job‑related experience, skills, and education.
Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.
#J-18808-Ljbffr
The Senior Human Resources Generalist is responsible for providing HR people management and administrative support, acting as a broker and partner with various People Department functions—including Talent Acquisition, Compensation and Benefits, Learning and Development, and HR Shared Services—to provide solutions to a wide variety of employee questions and concerns. The role uses working knowledge of the business to support strategic initiatives in partnership with HRBPs, providing tactical support to line managers.
WHAT YOU’LL DO:
Primary point of contact for field and front‑line management employees for human resources information and assistance.
Handles confidential information professionally, respecting employee privacy while maintaining company confidentiality; interacts with various levels of management, vendors, employees, and employee dependents.
Provides day‑to‑day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, terminations).
Assists and supports HRBPs in designing, communicating, and executing strategic People department initiatives, including data analysis, audits, program design, communication, and training delivery.
Maintains data integrity by entering employee change information (new hires, job changes, terminations, promotions, transfers) and updates employee files to support payroll, benefit carriers, and other internal/external areas.
Provides guidance on HR questions related to compensation, benefits, PTO, processes, or policy; partners with Shared Services as needed.
Investigates and recommends corrective actions to resolve workplace issues or complaints; partners with HRBPs and/or the Legal department as necessary.
Assists with new hire orientation, coordinating required paperwork, scheduling, and delivering content.
Supports the local college recruitment program initiatives, coordinating events and attending events as a company representative.
Supports coordination of special projects and events, including benefits open enrollment, recognition events, performance appraisals, training, and company events.
Acts as a liaison with other HR functions to provide tactical solutions for the business.
Handles performance improvement plans, progressive discipline, and other employee relations issues, working with the HRBP on escalated items.
Maintains basic knowledge of legal requirements related to day‑to‑day management of employees, risk evaluation, and regulatory compliance related to FMLA, leaves of absence, return to work, ADA, NLRA, etc.; partners with Legal department and HRBPs as needed.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention through management partnership and employee feedback systems or surveys.
Works with managers to identify skill or knowledge gaps and delivers or coordinates training in response, depending on the topic.
The duties and responsibilities are intended to describe the general nature and scope of work being performed; other duties may be assigned based on the position’s role within the business unit.
WHAT YOU’LL NEED TO BE SUCCESSFUL:
Basic understanding of Labor Law, including State and Federal statutes and basic familiarity with the NLRA.
Understanding of risk analysis and management concepts, exercising judgment in ambiguous situations.
Basic understanding of compensation philosophies and practices, recognizing issues and applying established programs to address them.
Basic data analytics and interpretation skills.
Excellent verbal and written communication skills; strong organizational, record‑keeping, and follow‑up skills.
High level of discretion and interpersonal skills for handling sensitive and confidential personnel matters and documentation.
Proficient in Microsoft Office (Outlook, Word, Excel); Oracle and SharePoint – preferred.
Ability to reconcile and provide benefit guidance.
Ability to prioritize and manage multiple tasks, changing priorities as necessary.
Ability to work under time pressure and adapt to changing requirements with a positive attitude.
Effective oral and written communication skills as required for the position.
Self‑motivated, proactive, and effective team player.
Ability to interact professionally with all levels of employees, vendors, clients, and others.
WHAT YOU BRING TO US:
Bachelor’s degree in HR or related field.
6+ years of experience.
PHR certification is a plus.
Combination of education, training, and relevant experience acceptable.
TRAVEL:
Up to 20%
WORKING CONDITIONS:
General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending; work conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning.
Noise level is usually low to medium; it can be loud on the jobsite.
We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions.
Occasional lifting of up to 30 lbs.
YOU Matter – Our Benefits
ESOP – Employee Stock Ownership
401 K
Annual bonus program based upon performance, profitability, and achievement
17 PTO days per year plus 10 paid holidays
Medical, Dental, Vision Insurance
Term Life, AD&D Insurance, and Voluntary Life Insurance
Disability Income Protection Insurance
Pre‑tax Flexible Spending Plans (Health and Dependent Care)
Charitable Giving Match with our Rosendin Foundation
Pay Range
$80,300.00–$105,400.00 Annual
The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate’s pay can vary based on location, job‑related experience, skills, and education.
Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.
#J-18808-Ljbffr