Sr. HR Generalist

The Senior HR Generalist provides hands on HR support to managers and employees while independently managing defined areas of HR program execution. This role partners closely with HR Business Partners and Centers of Excellence to deliver consistent, high quality HR services and to ensure HR programs are executed effectively for the supported population.

Operating with moderate autonomy, this role applies judgment to common and moderately complex HR matters, identifies patterns and risks, and recommends actions to HRBPs. The role balances execution excellence with practical HR advisory support, serving as a trusted resource for managers while remaining aligned to established HR strategies and frameworks.

How you will thrive and create an impact

HR Program Execution & Ownership

• Independently manage execution of assigned components of HR programs (e.g., performance management phases, talent review preparation, compensation inputs, engagement follow up actions)
• Serve as a program or process lead for designated populations or activities, ensuring accuracy, timeliness, and consistency
• Partner with HRBPs to translate program expectations into clear manager actions and timelines
• Develop summaries, insights, and recommendations based on program outcomes and manager feedback

Manager Advisory & Employee Relations

• Provide ongoing HR guidance to managers on performance management, employee relations, compensation principles, and development practices within established policy and guidelines
• Coach managers on effective communication, feedback delivery, and issue prevention
• Build credibility with managers through sound judgment, responsiveness, and practical advice

Workforce Insights & Issue Identification

• Analyze people data, trends, and case activity to identify themes, risks, or improvement opportunities
• Provide synthesized insights and recommendations to HRBPs to inform workforce planning, manager capability needs, or process enhancements
• Act as an early warning signal for emerging employee experience or performance concerns within supported groups

Compensation & Rewards Partnership

• Partner closely with the Compensation team to support job profile and leveling reviews, including role scoping, benchmarking inputs, and documentation preparation
• Coordinate compensation‑related activities for supported populations, such as annual merit cycles, off‑cycle adjustments, retention actions, and project‑based or spot bonus recommendations, ensuring alignment to guidelines and approvals
• Serve as the HR execution lead for manager compensation requests by validating inputs, advising on policy parameters, and facilitating timely review with Compensation and HRBPs
• Support managers in understanding compensation outcomes by helping translate decisions into clear, consistent employee communications in partnership with HRBPs
• Identify trends or recurring compensation themes (e.g., retention risk, role compression, market pressure) and escalate insights to HRBPs and Compensation partners

Process Improvement & Operational Excellence

• Identify gaps or inefficiencies in HR processes impacting the supported population and recommend improvements
• Partner with HR Operations or Solutions teams to refine workflows, documentation, and manager resources
• Ensure accurate data management and documentation in HR systems (e.g., Workday)

Change & Communication Support

• Support organizational and operational changes by reinforcing communications, preparing manager toolkits, and addressing employee questions
• Help managers navigate transitions by clarifying expectations, timelines, and available HR resources
• Provide feedback to HR leadership on change adoption and employee sentiment

What we're looking for

• Bachelor’s degree in Human Resources, Business, or related field
• 5–7 years of progressive HR experience
• Demonstrated experience advising managers and handling employee relations matters
• Experience independently managing components of HR programs or processes
• Strong working knowledge of HR policies, employment practices, and compliance fundamentals
• Proficiency in Workday and Microsoft Office (Excel, PowerPoint)
• Strong judgment, organization, and communication skills

What Success Looks Like

• Managers rely on you for practical, trusted HR guidance
• Assigned HR programs and processes run smoothly with minimal rework
• Emerging risks and patterns are surfaced early with clear recommendations
• HRBPs view you as a dependable execution lead and thought partner
• Employees experience consistent, fair, and timely HR support

Disclaimer:

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position. Avantor is proud to be an equal opportunity employer.

Why Avantor?

Dare to go further in your career. Join our global team of 14,000+ associates whose passion for discovery and determination to overcome challenges relentlessly advances life-changing science.
 
The work we do changes people's lives for the better. It brings new patient treatments and therapies to market, giving a cancer survivor the chance to walk his daughter down the aisle. It enables medical devices that help a little boy hear his mom's voice for the first time. Outcomes such as these create unlimited opportunities for you to contribute your talents, learn new skills and grow your career at Avantor.
 
We are committed to helping you on this journey through our diverse, equitable and inclusive culture which includes learning experiences to support your career growth and success. At Avantor, dare to go further and see how the impact of your contributions set science in motion to create a better world. Apply today!

Pay Transparency:

The expected pre-tax pay for this position is

Actual pay may differ depending on relevant factors such as prior experience and geographic location.

EEO Statement:

We are an Equal Employment/Affirmative Action employer and VEVRAA Federal Contractor. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected Veteran status, or any other characteristic protected by federal, state/province, or local law.

If you need a reasonable accommodation for any part of the employment process, please contact us by email at [email protected] and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.

For more information about equal employment opportunity protections, please view the Know Your Rights poster.

Privacy Policy:

We will use the personal information that you have submitted to us in order to consider your application for the relevant role.
 

Your privacy is important to us. Please click here for our Privacy Policy which explains the purposes for which we will use your personal information and the ways in which we will handle and retain your information. It also explains the rights you have in relation to your information, and how to contact us with any queries or requests.

3rd Party Non-Solicitation Policy:

By submitting candidates without having been formally assigned on and contracted for a specific job requisition by Avantor, or by failing to comply with the Avantor recruitment process, you forfeit any fee on the submitted candidates, regardless of your usual terms and conditions. Avantor works with a preferred supplier list and will take the initiative to engage with recruitment agencies based on its needs and will not be accepting any form of solicitation.

Avantor offers a comprehensive benefits package including medical, dental, and vision coverage, wellness programs, health savings and flexible spending accounts, a 401(k) plan with company match, and an employee stock purchase program. Employees also receive 11 paid holidays, accrue 18 PTO days annually, are eligible for volunteer time off and 6 weeks of 100% paid parental leave (except in states that offer paid family leave). These benefits may not apply to employees covered by a collective bargaining agreement or those subject to other eligibility rules.