Our Mission: Providing people with the skills and resources to become self-sufficient through the power of work. 

Our Vision: Elevate people through the power of work and continue to be a leader in environmental sustainability.

Our Values: SERVE: Stewardship | Engagement | Respect | Visibility | Elevation

 

Job Title: Human Resources Generalist

Department:Human Resources

Reports To:HR Operations Manager

Classification:Exempt

EEO-1-Category:Professionals

Safety Sensitive: Yes

Authorized Driver: Yes

Supervises: No

 

Job Summary

Performs a variety of human resource functions under the guidance of the HR Operations Manager. Provides guidance and counseling in areas such as but not limited to employee relations, HR support, HR operations, compliance, benefits administration, onboarding, training, communication, HR systems, reporting, process improvement, team support, and cross-functional collaboration.   

 

Essential Job Duties

Employee Relations and HR Support

• Provide frontline HR support by answering employee and manager questions and interpreting HR policies and procedures.


• Support employee relations activities, including gathering documentation, assisting with investigations, and tracking outcomes.


• Coach managers on basic employee relations matters, including documentation, performance concerns, and progressive discipline.


• Document employee relations cases and maintain records for consistency, precedent, and compliance.


• Partner with leadership to support a positive workplace culture, employee engagement, and retention efforts.


• Other duties as assigned.

KPI Expectations (Employee Relations and HR Support)

• Maintain HR response time within 24–48 hours for employee and manager inquiries.


• Close employee relations cases within established timeframes in partnership with HR Operations Manager.


• Maintain ≥ 90% satisfaction rating for HR support (via surveys or feedback tools).


• Ensure 100% documentation of employee relations cases in accordance with HR standards.

 

HR Operations and Compliance

• Ensure accurate and timely processing of employee lifecycle transactions in the HRIS (hires, changes, terminations).


• Maintain personnel files and HR documentation in compliance with record retention standards.


• Support compliance processes including FMLA, ADA, leave tracking, workers’ compensation documentation, and unemployment claims.


• Stay current on employment law updates and ensure consistent application in daily HR practice.


• Assist with internal audits and support agency accreditation activities as needed.

KPI Expectations (HR Operations and Compliance)

• Maintain 100% compliance with record retention and documentation standards.


• Ensure zero missed deadlines for leave tracking, unemployment responses, and compliance documentation.


• Support ≥ 98% audit accuracy for personnel files, benefits records, and compliance documentation.
  
   

Benefits Administration

• Support benefits administration, including enrollments, qualifying life events, terminations, and employee inquiries.


• Coordinate benefits processes for new hires and annual open enrollment in partnership with HR Operations Manager.


• Assist with employee communication related to benefits programs and change

  KPI Expectations (Benefits and Administration)

• Maintain ≤ 1% error rate in benefits processing and employee updates.


• Ensure 100% timely processing of benefits enrollments and changes.


• Support successful completion of open enrollment with accurate employee participation tracking.

 

Onboarding Training and Communication

• Coordinate onboarding activities in partnership with the Talent Acquisition team to ensure a smooth new-hire experience.


• Facilitate new hire orientation and assigned compliance training sessions.


• Track and maintain compliance training records and support reporting requirements.


• Maintain HR-related content on the intranet and ensure resources are current and accessible.

KPI Expectations (Onboarding Training and Communication)

• Ensure ≥ 95% completion of new hire onboarding tasks within required timeframes.


• Maintain accurate training records with ≥ 98% completion tracking accuracy.


• Support on-time delivery of orientation and compliance training sessions.

 

HR Systems, Reporting, and Process Improvement

• Maintain HRIS data accuracy and generate routine and ad hoc reports as requested.


• Support employee surveys, exit interviews, and engagement initiatives; assist with basic data analysis.


• Maintain and update HR Standard Operating Procedures (SOPs) and recommend process improvements.


• Participate in HR projects focused on improving efficiency, communication, and employee experience.

KPI Expectations (HR Systems, Reporting, and Process Improvement)

• Maintain ≥ 99% accuracy in HRIS data, validated through routine audits.


• Ensure timely processing of HRIS transactions within 24–72 hours of receipt.


• Maintain 100% completion of required HR documentation (personnel files, status changes, forms).

Team Support and Cross-Functional Collaboration

• Assist with additional HR initiatives and special projects as assigned.


• Serve as a backup to HR team members as needed to ensure continuity of service.


• Collaborate with HR Operations and Talent Acquisition & Development to support aligned HR service delivery.

KPI Expectations (Team Support and Cross-FunctionL Collaboration)

• Identify and implement at least 1–2 HR process improvements annually.


• Maintain 100% accuracy and updates of HR SOP documentation.


• Contribute to HR projects completed on time and aligned with department goals.
  
   

Organization Expectations

• Builds trust by interacting with others in a way that gives them confidence.


• Drives and contributes to the implementation of change management efforts. 


• Travels to locations within the LLGI territory. 


• Ensures that the customer’s perspective is a driving force behind customer satisfaction. 


• Seeks to understand internal and external customer circumstances, problems, expectations and needs. 


• Identifies organizational needs and creates solutions. 


• Builds awareness around LLGI’s mission, vision and values. 


• Identifies opportunities and generates ideas to improve human resources department and organizational objectives. 


• Initiates action to create value, advance and meet departmental demands. 


• Partners with leadership and staff to identify, assess, create, and implement process improvement. 


• Enforces and models awareness of safety and loss prevention. 


• Ensures that all safety standards are being followed. 


• Participates in professional organizations, seeks development opportunities, and stays current in field. 


• Leads and embraces the mission, vision and values of LLGI. 


• Seeks to understand individual differences and values to build workplace relationships. 


• Actively pursues personal development opportunities 


• Performs other duties as required or assigned.

 

Competencies

Managing Work Planning and Organizing Building Trust

Communication Gaining Commitment Initiating Action

Work Standards Urgency Leveraging Diversity