Senior Human Resources Generalist

Job Posting: Senior Human Resources Generalist

Experience The EMBREY Way by joining our dynamic Human Resources Team as a Senior Human Resources Generalist.

As the Senior Human Resources Generalist, you will serve as a strategic advisor and trusted partner to business leaders, employees, and HR colleagues, providing expertise in employee relations, performance management, leave administration, accommodations, workplace investigations, and employment law compliance. This is a senior-level individual contributor role responsible for leading complex employee relations matters, coaching leaders through performance management challenges, supporting leave and accommodation processes, and mitigating organizational risk while fostering a positive employee experience.

Responsibilities

Employee Relations

• Serve as a trusted advisor to leaders on employee relations matters, organizational effectiveness, performance concerns, and employment-related risk.
• Manage a high volume of complex employee relations cases across multiple states and business functions.
• Conduct thorough, objective, and timely investigations involving employee complaints, policy violations, misconduct, harassment, discrimination, retaliation, attendance issues, and workplace conflicts.
• Assess risk and recommend appropriate solutions that balance business objectives, employee experience, and legal compliance.
• Partner with managers to resolve employee relations concerns and create positive workplace outcomes.
• Provide guidance regarding disciplinary actions, corrective action, employee conduct issues, and involuntary separations.
• Ensure consistent interpretation and application of company policies and employment practices.
• Partner closely with Legal and Human Resources leadership on sensitive employee matters, investigations, and employment decisions.
• Analyze employee relations trends and recommend proactive solutions to improve engagement, retention, and workplace culture.
• Maintain accurate, thorough, and legally defensible documentation related to investigations and employee relations matters.

Performance Management & Leadership Support

• Serve as a strategic advisor to leaders on performance management practices and employee development strategies.
• Coach managers through performance-related concerns, including goal setting, performance feedback, documentation, performance improvement plans (PIPs), and corrective action processes.
• Provide guidance and recommendations regarding employee performance issues, productivity concerns, behavioral challenges, and conduct-related matters.
• Review performance-related documentation to ensure consistency, fairness, and compliance with company policies and employment laws.
• Partner with leaders and HR colleagues to address underperformance and facilitate appropriate performance management outcomes.
• Support managers in navigating difficult employee conversations and delivering constructive feedback.
• Assess potential risks associated with performance-related employment decisions and recommend appropriate courses of action.
• Promote leadership accountability and strengthen manager effectiveness through proactive consultation and coaching.

Leave Administration & Accommodations 

• Support and oversee leave of absence processes, including FMLA, ADA, state and local leave programs, military leave, personal leave, and company-sponsored leave programs.
• Serve as a subject matter expert on leave administration, reasonable accommodations, and return-to-work practices.
• Partner with employees, managers, Benefits, and third-party administrators to ensure effective and compliant leave management.
• Facilitate the interactive process and provide guidance regarding workplace accommodations.
• Advise leaders on leave-related employee relations matters, attendance concerns, and accommodation requests.
• Ensure compliance with federal, state, and local leave and disability regulations.
• Monitor leave trends and identify opportunities to improve employee experience and operational effectiveness.
• Additional duties as assigned.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 8 years of progressive Human Resources experience.
• Minimum of 5 years of significant Employee Relations experience, including workplace investigations.
• Minimum of 3 years of leave administration and accommodation management experience.
• Demonstrated experience supporting organizations with 500+ employees.
• Experience supporting geographically dispersed and multi-state operations.
• Experience supporting large hourly, field-based, operational, or frontline employee populations.
• Strong working knowledge of multi-state employment laws, FMLA, ADA and reasonable accommodations, FLSA, Title VII, wage and hour regulations, state and local employment laws and leave requirements.
• Experience partnering directly with employment counsel on complex employee matters.
• Experience supporting organizational growth and change initiatives.
• Proven ability to independently manage complex and sensitive employment matters.
• Strong conflict resolution, consulting, influencing, and problem-solving skills.
• Excellent written communication, investigation, and documentation skills.
• Ability to manage competing priorities in a fast-paced, high-volume environment.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. 
• Experience supporting real estate development or construction industries preferred. 
• Experience working with third-party leave administrators preferred.