Regional Human Resources Generalist
POSITION SUMMARY The Regional Human Resources Generalist is a member of the East Coast regional HR team and is responsible for leading the planning, implementation, and administration of HR initiatives in the designated local office.
The role will serve as a local office ambassador and key member of the on-site team, acting as the first-line-of-response for all employee needs and partnering with cross-functional teams to help take the employee experience to the next level in support of the firm's office engagement priorities.
This role acts as a main resource for employees and supervisors on all HR life cycle questions and serves as an internal consultant, regularly assessing and anticipating HR-related needs and developing integrated solutions for internal client departments/business units.
With direction from the Regional Human Resources Manager, this role partners closely with the HR team in the region and across the Firm to provide seamless HR service.
The individual in this role interfaces with office leadership in supporting firm-wide initiatives in designated geographic regions.
This position carries out responsibilities in the following functional areas:
employee relations, engagement, performance management, recruitment, onboarding, and training.
The individual in this role has incredible attention to detail, takes initiative, has an innovative and hospitality mindset, and thrives in situations where they can interact with and help people.
Collaboration and client service skills are essential.
DUTIES AND RESPONSIBILITIES Partners with Human Resources management and regional/local team to identify, develop, and enhance department initiatives, programs, activities, policies, and procedures.
Proactively recognizes opportunities for HR to add or improve value within the office and region, and across the Firm.
Fosters a positive experience at the office by providing high touch support to employees in the workplace.
This includes providing employees with tools, support, and information to achieve a positive in-office experience.
Helps support return to office guidelines, best practices, and standards for employees in cross-functional service teams.
Keeps current with HR best practices and trends.
Proactively identifies and recommends opportunities to enhance the employee experience and helps develop and implement innovative solutions.
Maintains and applies in-depth knowledge of applicable employment law requirements in a manner that reduces legal risks and ensures compliance.
Keeps abreast of new or changing human resource laws and ordinances that impact local employment policies and practices.
Proactively advises HR Manager of any relevant action items and drafts new or revised policies and/or procedures to ensure adherence to requirements.
Ensures policies and procedures are applied consistently and equitably.
Identifies practical solutions to complex and diverse HR issues, recommends appropriate action plans, and influences managers and business unit leaders accordingly.
Provides support and guidance to supervisors when complex, specialized, and sensitive questions and issues arise.
Uses excellent judgment in employee relations matters, investigations of wrongdoing and terminations.
Works with legal counsel appropriately and effectively in the management of termination-related concerns.
Cross-checks with HR manager on matters as appropriate.
Leads termination meetings.
Provides pragmatic guidance to managers and employees on all HR-related matters to eliminate potential liability and enhance processes, including in the disciplinary process and with all terminations.
Administers and executes tasks in delicate circumstances such as providing reasonable accommodations, bringing in the HR manager and the Benefits team for consultation.
Oversees administrative staff performance management process for geographic region, including performance evaluations; serves as resource to attorneys and professional staff.
Partners with hiring managers on position vacancies including developing the first draft of job descriptions for review and approval by the Talent Acquisition team.
May schedule and conduct interviews and establish relationships with employment agencies, as needed.
Ensures recruitment efforts are in compliance with OFCCP regulations and are consistent with a government contractor status.
Organizes, prepares, schedules and conducts onboarding orientation with orientation team.
Ensures all employee onboarding tasks are completed and onboarding initiatives are executed (i.
e.
mentor connect).
Develops programs within the office and/or region to facilitate new employee integration during the first year of employment to support new hire retention.
Leads the development and compliance training provided to staff, including meeting with facilitators, auditing required training classes, collecting and analyzing feedback, and ensuring compliance.
Researches appropriate resources to meet local training and development needs for professional staff and implement training solutions with Human Resources management and/or other Talent department members.
Develops and maintains project objective(s), scope, and work plan related to HR key initiatives, including identifying resources, overseeing progress of ongoing projects, and communicating closely regarding progress of projects.
Facilitates the employee recognition program (STAR) and other firm initiatives that are designed to promote a positive work environment for geographic region.
Serves in a leadership role on various local office committees such as Winston for Good and WinLIFE.
Collaborates with HR team and administrative department leaders to help facilitate organizational changes and respond to employee feedback.
Works with managers and employees to improve work relationships, build morale, and increase productivity and engagement to enhance employee satisfaction.
Conducts employee life-cycle surveys such as 90-day new hire evaluation, exit interviews, etc.
Analyzes trends and recommend improvements to bring best practice and expertise-driven perspectives to strategic and operational business discussions and people management decision-making.
BASIC QUALIFICATIONS Bachelor's degree and a minimum of five years of human resources experience are required; or a minimum of six years of relevant human resources experience in a legal or professional services environment may be considered in lieu of a Bachelor's degree.
SHRM or HRCI certification preferred.
COMPETENCIES Adaptability:
Ability to learn and embrace new skills and best practices as the position evolves and Firm needs change.
Collaboration:
Ability to develop relationships and foster teamwork at all levels of the Firm.
Communication:
Excellent oral and written communication skills Excellent interpersonal skills and ability to work effectively with a diverse group of internal and external clients, attorneys and staff Ability to manage confidential information and sensitive situations with tact and discretion.
Excellence:
Strong organizational skills and attention to detail.
Reliability, flexibility, and adaptability in a team and service-oriented environment.
Ability to organize, prioritize, and multi-task in a time-sensitive environment while maintaining the highest standards of work quality.
Ability to produce quality work in a fast-paced dynamic environment, including prioritizing numerous tasks and completing them under time constraints.
Ability to identify and accomplish long and short-term goals, projects, and activities.
Knowledge Base:
Knowledge of federal, state and local employment laws and understanding of HR best practices.
Broad knowledge of Microsoft Word and Excel and an understanding of employee database applications.
Problem Solving Skills:
Ability and confidence to identify and analyze issues, make decisions and initiate actions/solutions.
Agility to be able to respond to unexpected challenges, including proactively developing innovative solutions to complex problems while maintaining a professional demeanor.
Professionalism Ability to maintain composure and demonstrate good judgement.
We value diversity in the workplace.
EOE/Minorities/Females/Vets/Disabled (EOE=Equal Opportunity Employer) #LI-DC2 Recommended Skills Adaptability Administration Agility Attention To Detail Auditing Communication Estimated Salary: $20 to $28 per hour based on qualifications.
The role will serve as a local office ambassador and key member of the on-site team, acting as the first-line-of-response for all employee needs and partnering with cross-functional teams to help take the employee experience to the next level in support of the firm's office engagement priorities.
This role acts as a main resource for employees and supervisors on all HR life cycle questions and serves as an internal consultant, regularly assessing and anticipating HR-related needs and developing integrated solutions for internal client departments/business units.
With direction from the Regional Human Resources Manager, this role partners closely with the HR team in the region and across the Firm to provide seamless HR service.
The individual in this role interfaces with office leadership in supporting firm-wide initiatives in designated geographic regions.
This position carries out responsibilities in the following functional areas:
employee relations, engagement, performance management, recruitment, onboarding, and training.
The individual in this role has incredible attention to detail, takes initiative, has an innovative and hospitality mindset, and thrives in situations where they can interact with and help people.
Collaboration and client service skills are essential.
DUTIES AND RESPONSIBILITIES Partners with Human Resources management and regional/local team to identify, develop, and enhance department initiatives, programs, activities, policies, and procedures.
Proactively recognizes opportunities for HR to add or improve value within the office and region, and across the Firm.
Fosters a positive experience at the office by providing high touch support to employees in the workplace.
This includes providing employees with tools, support, and information to achieve a positive in-office experience.
Helps support return to office guidelines, best practices, and standards for employees in cross-functional service teams.
Keeps current with HR best practices and trends.
Proactively identifies and recommends opportunities to enhance the employee experience and helps develop and implement innovative solutions.
Maintains and applies in-depth knowledge of applicable employment law requirements in a manner that reduces legal risks and ensures compliance.
Keeps abreast of new or changing human resource laws and ordinances that impact local employment policies and practices.
Proactively advises HR Manager of any relevant action items and drafts new or revised policies and/or procedures to ensure adherence to requirements.
Ensures policies and procedures are applied consistently and equitably.
Identifies practical solutions to complex and diverse HR issues, recommends appropriate action plans, and influences managers and business unit leaders accordingly.
Provides support and guidance to supervisors when complex, specialized, and sensitive questions and issues arise.
Uses excellent judgment in employee relations matters, investigations of wrongdoing and terminations.
Works with legal counsel appropriately and effectively in the management of termination-related concerns.
Cross-checks with HR manager on matters as appropriate.
Leads termination meetings.
Provides pragmatic guidance to managers and employees on all HR-related matters to eliminate potential liability and enhance processes, including in the disciplinary process and with all terminations.
Administers and executes tasks in delicate circumstances such as providing reasonable accommodations, bringing in the HR manager and the Benefits team for consultation.
Oversees administrative staff performance management process for geographic region, including performance evaluations; serves as resource to attorneys and professional staff.
Partners with hiring managers on position vacancies including developing the first draft of job descriptions for review and approval by the Talent Acquisition team.
May schedule and conduct interviews and establish relationships with employment agencies, as needed.
Ensures recruitment efforts are in compliance with OFCCP regulations and are consistent with a government contractor status.
Organizes, prepares, schedules and conducts onboarding orientation with orientation team.
Ensures all employee onboarding tasks are completed and onboarding initiatives are executed (i.
e.
mentor connect).
Develops programs within the office and/or region to facilitate new employee integration during the first year of employment to support new hire retention.
Leads the development and compliance training provided to staff, including meeting with facilitators, auditing required training classes, collecting and analyzing feedback, and ensuring compliance.
Researches appropriate resources to meet local training and development needs for professional staff and implement training solutions with Human Resources management and/or other Talent department members.
Develops and maintains project objective(s), scope, and work plan related to HR key initiatives, including identifying resources, overseeing progress of ongoing projects, and communicating closely regarding progress of projects.
Facilitates the employee recognition program (STAR) and other firm initiatives that are designed to promote a positive work environment for geographic region.
Serves in a leadership role on various local office committees such as Winston for Good and WinLIFE.
Collaborates with HR team and administrative department leaders to help facilitate organizational changes and respond to employee feedback.
Works with managers and employees to improve work relationships, build morale, and increase productivity and engagement to enhance employee satisfaction.
Conducts employee life-cycle surveys such as 90-day new hire evaluation, exit interviews, etc.
Analyzes trends and recommend improvements to bring best practice and expertise-driven perspectives to strategic and operational business discussions and people management decision-making.
BASIC QUALIFICATIONS Bachelor's degree and a minimum of five years of human resources experience are required; or a minimum of six years of relevant human resources experience in a legal or professional services environment may be considered in lieu of a Bachelor's degree.
SHRM or HRCI certification preferred.
COMPETENCIES Adaptability:
Ability to learn and embrace new skills and best practices as the position evolves and Firm needs change.
Collaboration:
Ability to develop relationships and foster teamwork at all levels of the Firm.
Communication:
Excellent oral and written communication skills Excellent interpersonal skills and ability to work effectively with a diverse group of internal and external clients, attorneys and staff Ability to manage confidential information and sensitive situations with tact and discretion.
Excellence:
Strong organizational skills and attention to detail.
Reliability, flexibility, and adaptability in a team and service-oriented environment.
Ability to organize, prioritize, and multi-task in a time-sensitive environment while maintaining the highest standards of work quality.
Ability to produce quality work in a fast-paced dynamic environment, including prioritizing numerous tasks and completing them under time constraints.
Ability to identify and accomplish long and short-term goals, projects, and activities.
Knowledge Base:
Knowledge of federal, state and local employment laws and understanding of HR best practices.
Broad knowledge of Microsoft Word and Excel and an understanding of employee database applications.
Problem Solving Skills:
Ability and confidence to identify and analyze issues, make decisions and initiate actions/solutions.
Agility to be able to respond to unexpected challenges, including proactively developing innovative solutions to complex problems while maintaining a professional demeanor.
Professionalism Ability to maintain composure and demonstrate good judgement.
We value diversity in the workplace.
EOE/Minorities/Females/Vets/Disabled (EOE=Equal Opportunity Employer) #LI-DC2 Recommended Skills Adaptability Administration Agility Attention To Detail Auditing Communication Estimated Salary: $20 to $28 per hour based on qualifications.
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