Human Resources Generalist (2055)

Position Type: Full Time
Classification: Exempt

The Human Resources Generalist is responsible for providing day-to-day employee relations and HR operational support for Victory Church, Victory Christian School, Victory College, Camp Victory, and Tulsa Dream Center. This position serves as a primary HR resource for employees and leaders regarding employee relations, performance management, policy interpretation, corrective action, employee concerns, and employment-related processes.

The HR Generalist manages employee lifecycle changes after hire, including reactivations, transfers, promotions, compensation changes, employment status changes, and terminations. This position also conducts routine employee investigations, provides guidance to supervisors, maintains accurate HR documentation and records, and ensures HR processes are completed consistently and in accordance with Victory policies and applicable employment requirements.

The HR Generalist works closely with and under the direction of the HR Director, escalating complex, high-risk, or sensitive employee relations matters as appropriate.

• Serve as a primary HR resource for employees and supervisors regarding routine employee relations matters, workplace concerns, performance issues, attendance, conduct, and policy questions.

• Provide guidance to supervisors regarding employee performance, coaching, corrective action, documentation, and application of HR policies and procedures.

• Review corrective-action documentation for consistency, completeness, and alignment with established HR practices prior to issuance when appropriate.

• Receive and respond to employee concerns and complaints, gathering information and determining appropriate next steps in consultation with the HR Director when necessary.

• Conduct routine employee investigations and fact-finding, including interviews, documentation review, timeline development, and preparation of investigation summaries.

• Maintain accurate and confidential documentation of employee relations matters, corrective actions, investigations, and related HR activity.

• Maintain and monitor employee relations cases and follow-up items to ensure matters are appropriately documented and brought to resolution.

• Escalate allegations involving harassment, discrimination, retaliation, significant misconduct, legal or compliance concerns, senior leadership, or other high-risk matters to the HR Director.

• Assist supervisors with performance improvement plans and monitor established follow-up periods and documentation.

• Support consistent application and interpretation of the Employee Handbook and HR policies across ministry departments and entities.

• Manage employee lifecycle transactions following initial hire through separation.

• Process employee reactivations, transfers, promotions, compensation changes and raises, position changes, department changes, supervisor changes, employment status changes, and other personnel actions.

• Review personnel changes for required approvals, supporting documentation, effective dates, and accuracy prior to processing.

• Enter and maintain employee changes within the HRIS and other applicable systems.

• Coordinate employee changes with payroll, benefits, IT, supervisors, and other departments as necessary.

• Maintain appropriate documentation and audit trails for employee personnel actions.

• Manage termination and separation processing, including required documentation, HRIS transactions, internal notifications, and coordination with applicable departments.

• Conduct exit interviews as assigned and identify trends or concerns requiring HR Director review.

• Audit employee records and HRIS data to ensure employee information remains accurate and complete.

• Assist with the development, implementation, communication, interpretation, and maintenance of HR policies, procedures, and practices.

• Provide guidance to employees and leaders regarding established HR policies and procedures.

• Monitor HR practices for consistency and compliance with applicable federal and state employment requirements.

• Assist with required HR reporting, audits, recordkeeping, and compliance activities.

• Support unemployment claim administration by gathering documentation, preparing responses, and coordinating required information.

• Assist with workers' compensation administration, return-to-work documentation, work restrictions, and communication with employees and supervisors as assigned.

• Coordinate routine leave and accommodation-related HR processes with the Benefits Specialist and HR Director as applicable.

• Partner with the Benefits Specialist, Recruiter/New Hire Specialist, HR Coordinator, and other HR team members to ensure employee transactions and HR processes are completed accurately.

• Assist with payroll-related HR functions, including reviewing employee changes, pay changes, status changes, terminations, and other personnel transactions affecting payroll.

• Participate in HRIS audits and review employee data for accuracy and compliance.

• Identify and recommend improvements to HR procedures, workflows, documentation, and systems to improve efficiency and employee experience.

• Participate in HR projects and initiatives as directed by the HR Director.

• Commute to and from ministry locations as required.

• Perform other duties as assigned.

• Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent combination of education and relevant HR experience.
• Three or more years of progressive Human Resources experience preferred, including experience with employee relations, performance management, investigations, or HR Generalist responsibilities.
• SHRM-CP, PHR, or other HR certification preferred.
• Working knowledge of federal and state employment laws, HR practices, employee relations, and HR compliance requirements.
• Experience conducting workplace investigations and providing guidance regarding performance and corrective action preferred.
• Ability to interpret and consistently apply policies and procedures while recognizing when a matter requires escalation.
• Strong professional judgment and ability to handle sensitive employee matters appropriately.
• Excellent interpersonal, verbal, and written communication skills.
• Strong conflict-resolution, problem-solving, and fact-finding skills.
• High level of professionalism, ethics, discretion, and confidentiality.
• Strong organizational skills and attention to detail.
• Ability to manage multiple employee relations matters, deadlines, and competing priorities.
• Proficiency with Microsoft Office and HRIS systems with the ability to learn new systems as needed.
• Experience with Paycom preferred.
• Positive, service-oriented attitude and professional presence.

The physical demands described here are representative of those that must be met by