Human Resources Generalist

Overview

Avanath is proud to be named one of the top property management companies to provide affordable housing for the workforce.

Cultivating the American Dream is the purpose that binds the Avanath team. At Avanath, every day is an opportunity to make a difference in someone's life. Whether it is helping residents call one of our communities home, providing excellence in customer service, or championing our workforce, we are committed to creating an unforgettable experience as a great place to live, work, and be.

The Role

The HR Generalist is a strategic and hands-on partner to business unit leaders, aligning people strategies with business goals while ensuring legal compliance and a high-quality employee experience. This role balances strategic workforce planning and organizational effectiveness with deeper, day-to-day involvement in employee relations, investigations, coaching, and policy application.

Qualifications

• Bachelor’s degree in HR, Business, Psychology, or related field (or equivalent experience).
• 5+ years of progressive HR experience with significant hands-on employee relations, training, and workplace investigations or mediations.
• Demonstrated knowledge of employment law and compliance (EEO, ADA/ADAAA, FMLA/CFRA, FLSA, anti-harassment/retaliation, wage & hour, etc.).
• Proven experience coaching managers, leading performance processes, and driving impactful organizational change initiatives.
• Demonstrated skill in applying insights, thorough documentation, and structured case management to resolve complex employee matters and support sound HR decisions.
• Excellent communication, facilitation, and influence skills; ability to navigate ambiguity and maintain confidentiality.
• Experience providing HR support to multi-state operations and navigating both unionized and non-union settings.
• Previous experience with ADP (HRIS) and Greenhouse (ATS) is highly desired.

Key Accountabilities

• Strategic Partnership & Workforce Planning
  • Translate business objectives into people's plans covering org design, capability building, succession, and headcount planning.
  • Use talent analytics and labor market insights to inform decisions on hiring, retention, and mobility.
• Employee Relations, Investigations & Compliance
  • Lead and resolve complex employee relations matters (performance, conduct, accommodations, complaints), ensuring fair, consistent, and timely outcomes.
  • Conduct impartial investigations (intake, plan, interviews, documentation, findings, recommendations); maintain confidentiality and chain of custody.
  • Ensure compliance with federal, state, and local laws and company policy (e.g., EEO, FMLA/CFRA, ADA/ADAAA, wage/hour, anti-harassment/retaliation, pay transparency).
  • Partner with Legal/Compliance on risk mitigation, corrective actions, and documentation standards.
• Coaching, Counseling & Performance Enablement
  • Coach leaders on managerial effectiveness, feedback, and accountability; guide performance improvement plans and corrective actions.
  • Advise employees on conflict resolution, career development, and policy interpretation with a focus on early resolution.
• Talent Management & Development
  • Drive talent reviews, succession planning, and high potential development; identify skill gaps and build action plans.
  • Collaborate with Learning and Development to create and implement targeted training initiatives that strengthen leadership capabilities, employee relations skills, and workplace culture.
• Change Management & Organization Effectiveness
  • Lead change plans (stakeholder analysis, comms, training, adoption) for org restructures, integrations, and process changes.
  • Facilitate team health diagnostics and action planning to improve engagement, trust, and inclusion.
• Total Rewards & HR Operations
  • Advise compensation, job architecture, and pay equity; support annual merit/bonus cycles and promotion governance.
  • Partner with HR Operations on HRIS data integrity, audits, and process efficiency; ensure accurate documentation (job descriptions, status changes).
• Culture, Wellbeing & Inclusion
  • Champion inclusive practices in hiring, development, and performance; collaborate with DEI partners and ERGs on measurable outcomes.
  • Promote ethical practice, psychological safety, and well-being resources.
• Data, Insights & Reporting
  • Track and analyze people metrics (turnover, retention, ER caseloads, time‑to‑resolution, absenteeism, engagement, DEI indicators) to identify trends and interventions.
  • Present insights and recommendations to leaders; measure the impact of HR initiatives.

Physical Demands & Working Conditions

• The incumbent in this position is classified as essential staff and is expected to report to work and adhere to all safety and business protocols.
• Frequent sitting and walking.
• Frequent travel to other business offices, communities, and events via airline, train, and automobile.
• Repetitive use of the computer, keyboard, mouse, and phone
• Reading, comprehending, writing, performing calculations, and communicating verbally.
• May work in an elevated site, may walk on uneven ground.
• Occasional squatting, bending neck/waist, twisting neck/waist, pushing, and pulling.

How Avanath Supports You

We know that our teams are the heart of our success and growth, and we are committed to showing our appreciation.

We offer:

• Culture Built on Purpose and Core Values - A Commitment to Integrity, A Spirit of Caring, and A Focus on Continuous Improvement.
• Comprehensive Benefits – health, dental & vision, 401(k), personal time off, paid holidays and more!
• Growth that is based on achievement and an emphasis on promoting from within our ranks versus just external candidates.
• Development – a commitment to creating opportunities to learn and expand your knowledge in the industry, from online training platforms to training classes to one-on-one coaching.

Diversity & Inclusion

Avanath Capital is committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion. 

Our human capital is the most valuable asset we have, and Diversity, equity, and inclusion (“DEI”) are at the very core of Avanath’s operating and investment philosophy. We believe that bringing together people with diverse thoughts, backgrounds, talents, and experiences at all levels of our organization, including the executive team, enables us to proactively and creatively achieve our mission to enable opportunities for hard-working American families. The collective sum of the individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that our employees invest in their work represents a significant part of our culture, our reputation, and our achievements.

We embrace and encourage our employees’ differences in age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.

Our organization’s diversity initiatives include—but are not limited to—our practices and policies on recruitment and selection; compensation and benefits; professional development and training; promotions; transfers; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces:

+       Respectful communication and cooperation between all employees.

+       Teamwork and employee participation, permitting the representation of all groups and employee perspectives.

+       Work/life balance through flexible work schedules to accommodate employees’ varying needs.

+       Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity.