HR Generalist

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Job Description

Your Role:

The Human Resources Generalist will be responsible for delivering efficient and effective generalist HR services to employees and managers, in support of the work delivered by the Business Partners and the broader HR team for our North American business unit.  

You will be responsible for:

• Be the HR point of contact for employees and managers within designated business functions, providing support relating to employee matters and associated regulations, policies, processes, systems management etc (e.g., for performance/development/talent/compensation reviews, etc.) 
• Build and nurture strong relationships with designated HR business partners, business leaders and key stakeholders, including employees and managers.
• Be a trusted and accessible thought partner to HR business partners, helping to think through complex scenarios and projects.  
• Manage employee relations (including performance issues, disciplinaries, grievances, absence management, etc.) in conjunction with line management and Employee Relations Director/Head of HR in region.  Work in partnership with the HR Business Partners on matters such as redundancies and department restructuring, etc. providing expert advice in accordance with regional requirements. 
• Counsel and educate managers and employees on employment policies, procedures and programs, escalating to the HR Business Partner and Legal when appropriate. 
• Support key initiatives by working closely with HR Business Partners and engaging with the business on education, execution, and continuous support (e.g., owning redundancies from start to finish, new policy rollout, etc.) 
• Provide recommendations and best practice guidance to the business on HR related matters to drive consistency across client groups while being mindful of differing local legislation and regulation. In addition, thoughtfully apply knowledge of broader context and considerations to guidance and recommendations made. 
• Provide managers and HR Business Partners with meaningful data and other information to support management decisions, liaising with other stakeholders (eg, Compensation, Finance), and ensuring Workday data is aligned accordingly. Support may include running and analysis of reports, creation of presentations, or other methods to provide tools for decision making pertaining to compensation, turnover, position management, analysis of employee surveys, etc.  
• Assist hiring managers through the requisition process and approvals including set-up and/or maintenance of job descriptions, job profiles, coordinating with Compensation teams on market data matching, FLSA reviews, cost center structure creation, reporting relationships and position management. Take accountability for ensuring data is accurate and updated timely within the system and updating HRBPs as needed. 
• Responsible for regular data audits and reconciling flagged data. Takes accountability for the integrity of all data provided and recorded for specified business functions. 
• Continuously looks for ways to improve the HR Experience for employees, HR, and other stakeholders by soliciting feedback and identifying gaps in processes, policies, collaboration opportunities, internal education and proposes continuous improvement solutions (eg: creating process documentation)
• Responsible for identifying regulatory requirements for Invesco’s global in-scope population, to include completing the relevant documentation/analysis/auditing of regulatory data. Partners with relevant Regulatory colleagues within HR and Compliance to ensure in-scope individuals understand and meet the requirements.
• In collaboration with the HR Business Partners, take the lead in region specific risk management activities including projects, audits, process improvement and related activities. Responsible for annual risk reporting and submissions in accordance with regulatory requirements and managing region specific HR programs. 
• Review and approve Workday transactions for business functions acting as quality control to ensure data is accurate and representative of business objectives.  Handles onboarding tasks such as new hire orientation, and offboarding tasks such as exit interviews. Provides timely updates to HRBP on client groups to ensure they are aware of sensitive matters. 
• Participate in or lead ad-hoc HR or business driven projects and/or initiatives, as required.  

The experience you bring: 

• Prior demonstrated experience in advising on HR related matters including application of policies, processes, and risks.  
• Bachelor’s degree required 
• PHR, SPHR or SHRM-CP preferred  
• Experience managing multiple stakeholders in a complex global/regional matrixed organization.  
• Proven ability to manage and execute on competing priorities in a timely manner using judgement and stakeholder management appropriately.   
• Experience with HR Data Systems, preferably Workday. 
• Solid understanding of relevant local/regional HR laws and regulations 
• Excellent problem solving and decision-making abilities, with a focus on delivering practical and commercial HR solutions. 
• Experience analyzing HR-related data and reports, and presenting solid management information to help make good business decisions.  
• High-level of proficiency in Microsoft Office Suite (Outlook, Excel, PowerPoint, Word) 
• Deep understanding of employment legislation and HR best practices 
• Ability to think commercially and be client service oriented. 
• Technical HR knowledge across the broad spectrum of the HR functions such as compensation, benefits, L&D, talent acquisition, employee relations, etc. 
• Ability to interact with and advise individuals at all levels in a professional, calm, and confident manner whilst displaying the highest commitment to confidentiality. 
• Continuous improvement mindset and solutions oriented.  
• Proactive, organized, flexible, collaborative and trustworthy.  
• Sound judgment and confident in delivering expert advice with the ability to deliver difficult messages with tact and diplomacy. 
• Comfortable with ambiguity and the ability to quickly adapt to change. 
• Aptitude in problem-solving and strategic thinking 
• Seeks opportunities to identify self-developmental needs. 
• Pride in the accuracy of work and the service level, output, and reputation of the HR Department. A high degree of attention to detail is required. 
• Excellent interpersonal, communication and relationship management skills  
• Ability to understand and actively apply broader context behind a particular task or, larger business and HR initiatives. 

Full Time / Part Time

Full time

Worker Type

Employee

Job Exempt (Yes / No)

NoWorkplace Model

At Invesco, our workplace model supports our culture and meets the needs of our clients while providing flexibility our employees value. As a full-time employee, compliance with the workplace policy means working with your direct manager to create a schedule where you will work in your designated office at least three days a week, with two days working outside an Invesco office. 

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The job holder may be required to perform other duties as deemed appropriate by their manager from time to time.

Invesco's culture of inclusivity and its commitment to diversity in the workplace are demonstrated through our people practices. We are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, gender, gender identity, sexual orientation, marital status, national origin, citizenship status, disability, age, or veteran status. Our equal opportunity employment efforts comply with all applicable U.S. state and federal laws governing non-discrimination in employment.