Regional Human Resources Generalist

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Job Title:        Regional Human Resources Generalist – New York     

Location:        Hybrid Remote

Anticipated Start Date: January 21, 2025

Salary Range: $80,000 - $100,000; Commensurate with Experience.

Resumes accepted until the job is closed.

Position Summary
The Regional HR Generalist (HRG) is responsible for aligning business objectives with employees and management in designated business units in New York, New Jersey and Connecticut, and serves as a consultant to management on human resources-related issues. A successful Regional HRG will act as an employee champion, change agent, and proactively assess and anticipate regional HR-related needs. This position strives to foster a positive, productive, and supportive work culture, enhance employee satisfaction, and drive organizational success. The Regional HRG reports directly to the Corporate Director of Human Resources, Employee Experience, and works directly with all teams within the centralized Corporate Human Resources support departments.

Essential Duties and Responsibilities – including but not limited to:

Employee & Labor Relations
• Manage and resolve complex employee relations issues, conducting thorough and objective investigations.
• Provide strategic advisory support on employee relations matters, fostering strong relationships with regional business leaders to enhance people-management strategies and ensure effective implementation of policies.
• Provide support to management with labor relations grievances and other collective bargaining agreement related questions.
• Ensure management teams are afforded the appropriate training for compliance and efficiency with Employee and Labor Relations needs.

General HR Support
• Assist employees with general HR inquiries related to onboarding, company policy, progressive discipline, leave of absence, and workplace conflict. Direct and connect employees to appropriate Corporate HR support and other support department services as necessary.
• Provide HRIS support for Manager and Employee Self-Service portals and functions.

Onboarding Operations
• Support and empower managers in new hire onboarding training and orientation initiatives within the first 90 days of employment.
• Ensure compliance and execution of onboarding processes, procedures, and policies across the region, including standard, client-specific, and local requirements.
• Offer strategic advisory support for onboarding initiatives to ensure alignment with company and client expectations. Analyze regional onboarding needs and collaborate with Corporate HR to implement best practices.
• Assist with large or high-profile onboarding events, providing on-site support and travel as necessary.
• Deliver ongoing onboarding training to regional management teams to enhance compliance and efficiency.

Recruiting Support
• Work closely with the Corporate HR Talent and Career Development team to support management with regional compliance and execution of Company, client, and regional recruiting processes, procedures, and policies.
• Ensure management teams are afforded the appropriate training and administrative support, collaborate with Corporate HR Talent and Career Development team to implement best practices to enhance region compliance and efficiency.
• Assist with large or high-profile recruiting events, providing on-site support and travel as necessary.

Regulatory Compliance & Policy
• Maintain in-depth knowledge of legal requirements related to employee management to reduce legal risk and ensure compliance.
• Provide HR policy guidance and interpretation of Company policy and procedures.
• Work in conjunction with the HR Manger of Compliance and the Company Legal department to align regional HR initiatives with company policy and compliance, provide regional HR audit, compliance, and reporting support and responsibilities, along with other assigned technical projects.
• Ensure management teams are afforded the appropriate training for regulatory compliance and policy requirements.

Workforce Adjustments and Terminations
• Provide strategic advisory and administrative support for workforce adjustments and terminations.
• Provide coaching, counseling, and mentoring initiative to support management through workforce adjustments and terminations.
• Assist employees and managers with employment changes, including promotions, relocations, and restructuring activities.
• Ensure management teams are afforded the appropriate training for compliance and efficiency with terminations and workforce adjustment needs.

Performance Management
• Provide strategic advisory support management on progressive disciplinary procedures, Performance Improvement Plans, and other performance management initiatives such as counseling notices.
• Empower management to better support and assist their employees by providing recommendations on performance improvement and counseling notice actions and identify training opportunities for employees and managers.
• Ensure management teams are afforded the appropriate training for compliance and efficiency with performance management needs.

Leave of Absence Administration
• Manage cases related to federal, state, local, client, and union leave of absence policies, ensuring compliance and administrative efficiency.
• Assist employees with inquiries regarding leave of absence.
• Ensure management teams are afforded the appropriate training for compliance and efficiency with employee leave needs.

Travel Requirements
• Travel to locations within the region to support business needs effectively, including large or high-profile location openings for onboarding support, ad-hoc management training on identified HR functions, and so on.
• May be required to travel ad-hoc and conduct routine trips to build strong working relationships with employees and management teams.

Education and Experience:
• Minimum of 3-5 years of human resource generalist experience resolving complex employee relations issues, recruiting, onboarding, leave of absences and workforce adjustments and terminations. Experience within New York and/or New Jersey state is preferred.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational development, employee and labor relations, diversity, performance management, and federal and state employment laws.
• Bachelor's degree in human resources related field. Master’s degree preferred.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential (or equivalent PHR certification) preferred.

Minimum Job Qualifications:
• Strong interpersonal and customer service skills.
• Excellent verbal and written communication skills.
• Excellent organization and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.
• Proficient with HRIS system use and administration. UKG, ADP vendors preferred.

The physical demands of this position and the work environment characteristics described below are representative of those that must be met by an employee to perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential job functions.

Physical Demands: The employee will be required to stand, walk, sit, use hands-to-fingers, handle tools or controls, reach with hands or arms, talk, and hear. Employee must occasionally lift and/or move objects up to 15lbs.

Work Environment: The employee may be subjected to weather conditions prevalent at the time. The employee is regularly exposed to fumes and airborne particles. The noise level in this work environment can range from minimal to moderate.

Propark is an Equal Opportunity Employer (EOE). Qualified applicants are considered for employment without regard to age, race, color, religion, sex, national origin, sexual orientation, disability, or veteran status. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. The company is pleased to provide such assistance, and no applicant will be penalized as a result of such a request.

Please go to the Propark corporate careers portal to view our CPRA Applicant Notice and Privacy Policy for the state of CA. This policy will also be emailed to you upon receipt of your application.