People and Culture Generalist

POSITION SUMMARY

The People and Culture Generalist serves as the primary day-to-day Human Resources partner for Centennial Mental Health Center and plays a critical role in advancing a modern, employee-centered workplace. This position is responsible for the administration of core HR functions while also serving as a strategic partner in organizational growth, workforce planning, process improvement, and culture development.

The successful candidate is an innovative and solutions-oriented HR professional who combines strong technical HR knowledge with business acumen, critical thinking, and a passion for improving the employee experience. This individual will help build scalable people practices that support organizational growth, operational excellence, regulatory compliance, and employee engagement.

This role partners closely with leaders across the organization to align people strategies with business objectives, support organizational change, and ensure HR systems, policies, and processes remain effective, practical, and employee centered. The ideal candidate thrives in dynamic environments, embraces continuous improvement, and is comfortable supporting a hybrid and remote workforce across multiple locations.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Employee Experience & People Operations

• Serve as a primary point of contact for employees and leaders regarding workplace policies, programs, benefits, and employment-related questions.
• Support the employee lifecycle, including onboarding, development, transfers, leaves, status changes, and separations.
• Maintain employee records and HRIS data to ensure accuracy, confidentiality, and compliance.
• Complete employment verifications, personnel documentation, and other employment-related requests.
• Monitor and manage the People & Culture inbox, ensuring timely and professional responses.
• Champion a positive employee experience by building trusted relationships with employees and leaders across the organization.

Talent, Onboarding & Offboarding

• Coordinate pre-employment, onboarding, orientation, and offboarding activities.
• Partner with Talent Acquisition and hiring managers to create a seamless transition from candidate to employee.
• Continuously evaluate and improve onboarding and transition experiences to support employee engagement and retention.
• Support workforce planning and organizational growth initiatives as assigned.

Employee Relations & Leadership Partnership

• Partner with managers to address employee concerns, performance matters, policy interpretation, workplace conflict, and employee development.
• Escalate complex employee relations issues appropriately while maintaining confidentiality and professionalism.
• Provide coaching and guidance that promotes accountability, engagement, inclusion, and organizational effectiveness.
• Identify opportunities to strengthen workplace culture, communication, and team effectiveness.

Payroll, Benefits & Compliance

• Partner with Payroll to ensure accurate employee data, pay-related changes, and compliance with payroll processes and deadlines.
• Assist employees with benefits administration and benefits-related inquiries.
• Support audits, reporting requirements, and regulatory compliance activities.
• Maintain knowledge of federal, state, and local employment laws and employment best practices.
• Assist with policy development, implementation, and communication.

People Analytics & Continuous Improvement

• Generate and analyze workforce metrics and reports to identify trends and support informed decision-making.
• Participate in projects that improve operational efficiency, employee experience, compliance, and service delivery.
• Develop job aids, training materials, and resources to support managers and employees.
• Recommend process improvements, technology solutions, and automation opportunities that enhance effectiveness and scalability.

Organizational Development & Culture

• Support initiatives that strengthen employee engagement, recognition, communication, learning, and professional development.
• Use employee feedback, survey results, workforce data, and organizational metrics to identify opportunities for improvement.
• Assist leadership in implementing change management initiatives and organizational development efforts.
• Promote a culture that balances employee well-being, accountability, inclusion, and organizational performance.

EDUCATION

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred; equivalent combination of education and experience will be considered.

EXPERIENCE

• Minimum of 3-5 years of progressively responsible Human Resources experience, including employee relations, HR operations, compliance, benefits administration, and workforce support.
• Experience supporting organizations with 100+ employees preferred.
• Experience supporting diverse employee populations across multiple departments, locations, and organizational levels.
• Experience with HRIS and payroll systems required; Paylocity experience preferred.
• Experience supporting multi-state, remote, and hybrid workforces preferred.
• Experience in healthcare, behavioral health, nonprofit, or other highly regulated industries preferred.
• Knowledge of employment laws, policy administration, and HR compliance practices.
• Experience supporting organizational change, workforce planning, restructuring, or growth initiatives preferred.
• Experience with HR technology implementation, process improvement, and operational efficiency initiatives preferred.
• Strong analytical, problem-solving, and relationship-building skills with the ability to influence and support leaders and employees.
• Prior leadership, project management, or supervisory experience is a plus.
• Professional HR certification (PHR, SHRM-CP, SHRM-SCP, SPHR, or equivalent) preferred but not required.

KNOWLEDGE, SKILLS, and ABILITIES

• Strong understanding of HR principles, employment practices, and employment law compliance.
• Demonstrated ability to build credibility, trust, and effective working relationships across all levels of the organization.
• Strong business acumen with the ability to assess situations, identify risks, and make sound recommendations.
• Excellent interpersonal, communication, and customer service skills.
• Ability to exercise discretion and maintain confidentiality when handling sensitive information.
• Strong organizational skills with the ability to manage multiple priorities and deadlines in a fast-paced environment.
• Proven problem-solving and critical-thinking skills with a continuous improvement mindset.
• Ability to analyze data, identify trends, and provide meaningful recommendations to leadership.
• Self-directed and resourceful, with the ability to work independently while collaborating effectively with cross-functional teams.
• Proficient in Microsoft Office Suite and HR technology systems.
• Exceptional judgment and decision-making skills in ambiguous situations.
• Ability to balance employee advocacy with organizational needs.
• Strong systems thinking and ability to connect HR practices to broader business objectives.
• Demonstrated ability to influence without authority.
• Comfort operating in environments experiencing growth, change, or organizational transformation.
• Ability to communicate difficult information with empathy, professionalism, and clarity.
• Curiosity, adaptability, and a continuous learning mindset.