Senior HR Generalist

JOB OVERVIEW

The Senior Human Resources Generalist serves as a trusted, credible partner and advisor to our departmental leaders. Primary responsibilities are focused on supporting managers with various employee-related issues which require experience with conducting internal investigations and assisting employees with various human resources issues. The Senior Human Resources Generalist must have experience dealing with complex and confidential HR-related issues and must have a solid understanding of FMLA, FLSA, AAP, and other various employment related regulations.

This position plays a critical role in managing all people-related aspects that align with employee relations and investigations of employee matters. In addition, this role will help support performance coaching and management, proactive issue/problem identification and resolution, training and development of our employees and leaders, the cycle of our employees, including but not limited to the recruitment and retention of critical talent., as well as the onboarding and offboarding process.

KEY RESPONSIBILITIES - ESSENTIAL FUNCTIONS

• Employee Relations: Serve as the frontline contact for ER issues and questions for department managers and employees. Log and document complaints, monitor sensitive issues, and consult with HR team members on escalated issues. Expedite when necessary and document corrective actions. Develop an annual schedule of ER activities to support proactive employee relations work and a positive work culture.  

• Conduct employee investigations to ensure compliance with company policies, procedures and applicable laws. Ensure company culture is maintained and reinforces cultural values when dealing with corrective action. 

• Resolution and Problem-Solving: Coordinate with HR Team members on resolutions for identified problems within HR and Wheels. Recommend resolutions to ensure employee advocacy and operational business needs.  Present solutions and recommendations with data and investigative information. 

• Provide guidance and solutions to management and employees on human resources issues, employment law, and develop new programs and initiatives to meet the needs of the organization.  

• Anticipate and plan for long-term human resource needs and trends in partnership with business and HR leadership. 

• Effectively communicate and execute necessary changes to policies and procedures. 

• Perform advanced employee relations functions including support and counseling regarding personnel and job- related conflicts, problem solving and dispute resolution, managing employee performance issues, review and assessment of termination requests; conduct exit interviews. 

• Conduct employee and leader training including benefits, policies and procedures and prevention of harassment and discrimination. 

• Partners with the Learning and Development function to build comprehensive leadership development and talent management programs. Partners with Total Rewards on any job change or employee relocation requests, i.e., moving to another state.

• Partner with the Talent Acquisition team to identify and assess talent to fill difficult positions, generate ideas, leverage resources, and share information that creates an effective search process.  Utilize creative means and best practices to research, source, attract, and contact possible candidates to develop a diverse pool of qualified candidates. 

• Implement and administer effective programs spanning the breadth of the HR function, with focus on talent and performance management, change management, employee relations, recruiting, total rewards, EEO, and training & development. 

• Coach managers and employees on various employee matters, including new hire orientation, training, performance-related issues, exit interviews, etc. 

• Model the desired culture and philosophies of the organization. Work effectively as a team member with other members of management and HR staff. 

• Build exceptional relationships with hiring managers of all organizational levels to review and understand the functions and qualifications for specific job requisitions. 

• Support New Employee Orientations as needed; conduct exit interviews, and, recommend improvements based on feedback received from employees. 

• Assist with training initiatives as needed, including performance management planning, harassment prevention, team building and other programs.   

• Provide backup duties for the various functions within the HR Team (i.e., recruitment, benefit and compensation, and HR operations support)

• Work on special projects as needed. 

• Other duties as assigned. 

LEADERSHIP RESPONSIBILITIES

• This position is an individual contributor

COMPETENCIES - SKILLS

•  Consultative HR skills 
• Ethical Judgment & Integrity
• High Emotional Intelligence (EQ)
• Confidentiality Handling
• Prioritization in High-Volume Environments
• Detailed Oriented 
• Exceptional leadership & relationship building
• Exceptional verbal and written communication 
• Strong collaboration, planning, organizational problem solving 
• Cultural Awareness 
• Strong business acumen with a Strategic Mindset 
• Exceptional customer service 

EDUCATION AND EXPERIENCE

• Bachelor's degree in human resources or related discipline (e.g., organizational development, industrial relations, education, or another related field). A master’s degree is a plus. 

• Minimum 5-7 years of Human Resources Generalist / Employee Relations experience including management/leadership experience and talent acquisition. Labor relations experience is a plus.

• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential. 

• Strong knowledge of employment laws including Title 7, ADA, FMLA, FLSA and ability to apply to workplace situations. 

• Experienced at reviewing current programs and finding opportunities for optimization and/or improvement.  

• Experienced with implementing innovative programs, conducting needs assessments, designing programs, gathering input from stakeholders, building a communication strategy, and monitoring the success of programs. 

• Experience with Workday or similar HRIS, including Workday Performance Management and reporting tools. 

• Advanced in MS Office Suites for data analysis, compilation, and reporting.

• Ability to leverage PowerPoint and develop presentations for employees and leadership to support business cases and training for staff

JOB SPECIFICATIONS, PHYSICAL DEMANDS AND WORK ENVIRONMENT

Work Environment:  This position is in Schaumburg, IL and operates in a professional office environment

Positions Type/Standard Schedule:  This is a full-time position, Monday through Friday.

Travel:  20-30% of some travel required, including international travel. A valid Passport is required.

Physical Demands:  The level and duration of physical exertion required to perform critical tasks in support of critical job functions, for example - sitting, standing, walking, lifting, carrying, reaching, pushing, and pulling.

DISCLAIMER

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Wheels recognizes benefits are a significant part of your employee experience, and we've created a robust benefits package that is market-leading, competitive offerings so you and your family can receive outstanding care. Please click here for an overview of the benefits available to you and your family.

Pay Range:

The base salary range for this position is listed above. This position is eligible to participate in the annual incentive plan which is based on company performance and individual performance. Compensation ranges are based on several factors including job function, level, and geographic location. Final offer amounts are determined by multiple factors including candidate experience, education, certifications, skill level and expertise, and may vary from the amounts listed here.