Human Resources Generalist

Job Overview

The HR Generalist (Talent Management & Organizational Development) works in partnership with the Executive Director of HR to lead the team’s work around organizational development, internal communication, and employee engagement. The position will assist in employee onboarding, training and development, performance management, and employee engagement and satisfaction. The role will ensure compliance processes are followed across all accountability areas. This position will collaborate with all levels of the organization to develop and strengthen the employee experience and build the capacity of ATD by supporting team supervisors and staff to ensure proper structure and organizational support for onboarding, training, performance, and compliance.

Duties and Responsibilities

Talent Development and Engagement (60%)

• In partnership with the HR team and organizational stakeholders, design and implement developmental initiatives, action plans, programs, and training recommendations.
• In partnership with the HR team, develop, coordinate, and facilitate individual or group training that furthers organizational strategic goals.
• Help support bridging equity and competencies into all positions across the organization.
• Integrate competencies into HR systems – including recruitment, performance management, leadership development, and performance conversations.
• Ensure smooth running of performance and talent management across the organization.
• Continuously develop updated training content for both new hires and tenured staff.
• Assist in employee engagement and satisfaction initiatives including survey implementation and analysis.
• Track performance, engagement, and training and development metrics.

Onboarding (25%)

• Ensure completion of pre-onboarding paperwork and incoming staff set up with internal checklist.
• Orient new employees to work/office with an initial orientation session on day one of work.
• With the help of supervisors, create onboarding plans for new staff and schedule appropriate 1:1s.

• Make sure new staff have completed the required training, including the onboarding module, within the appropriate time.
• Maintain buddy system documentation and assist in assigning a new buddy to each new hire.
• Send onboarding survey, 30 and 90 days after hire to each new staff, as well as perform mid-year and end of the year check-ins.
• Work with supervisor to make sure employee has 30/60/90-day goals.
• Maintain employee exit checklist and work cross-functionally to ensure each employee is being checked out properly upon exit.
• Ensure 90-day evaluation for new staff.
• Track onboarding and staff-related metrics.

Human Resource Support (15%)

• Partner with the HR team to develop and maintain HR procedures, processes, and practices, including onboarding, performance, engagement, and employee development standard operating procedures.
• Partner with team members to provide appropriate support to staff and supervisors on different HR functional areas.
• Provide professional support to internal and external stakeholders.
• Participate in internal workgroups and committees.
• Review all policies and practices through the lens of compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in Human Resources.
• Ensures ATD follows all applicable regulations governing employees (including without limitation the American with Disabilities Act, Family and Medical Leave Act, Title VII of the Civil Rights Act of 1964, Fair Labor Standards Act, OSHA requirements) with respect to posters, notices, announcements, and any other matter concerning compliance.
• Recommends new approaches, policies, and procedures to continually improve efficiency of the department and services provided.

• Maintain OSHA compliance.
• Perform other duties as assigned.

Knowledge/Skills/Abilities

• Knowledge of racial equity and inclusion principles: Understands ways that race, and other identities intersect and understands the historical context for racial inequity and its present-day implications.
• Highly organized and motivated: Able to create and maintain organizational systems and to juggle competing demands and prioritize without sacrificing quality, including planning backwards to meet deadlines, and asking for help when needed.
• Models and inspires accountability: Inspires and motivates others to act and meet goals.
• Has a coach and learning mentality: Helps others grow and uses coaching, training, and feedback to develop others and support problem-solving.
• Proficient use of Microsoft Office Suite Word, Excel, Outlook, and PowerPoint; experience with a project management tool is a plus.
• Detail-oriented and with demonstrated ability to analyze, produce, and present relevant information.
• Able to work in a collaborative, hybrid work environment.
• Strong organizational skills.
• Ability to diplomatically interact with employees on all levels in a professional manner.
• Ability to resolve complex issues and prioritize tasks.
• Excellent written and verbal communication skills.
• Excellent customer service skills.
• Knowledge of performance management and training and development best practices.

Qualifications/Experience 

• Bachelor’s degree and at least three (3) years of experience or seven (7) years of direct HR experience in various functional areas at a generalist or business partner level preferred.

• PHR certification and/or SHRM-CP preferred.
• Experience in developing, implementing, and measuring strategic programs around employee development preferred.
• Experience in successfully developing multiple areas of a human resources department as a generalist preferred.
• Experience with relevant legal requirements in relation to employment law and its application to the department’s day-to-day work, company policy documentation, and staff welfare.
• Experience in developing training and coaching for staff preferred.
• Experience with integrating Diversity, Equity, Inclusion and Belonging into functional work.

Supervisory Requirements: This position has no supervisory responsibilities.

Core Competencies

Collaboration: Demonstrates respect, humility, and willingness to collaborate when seeking to understand others and making decisions.

Equity Mindset: Demonstrates capacity to recognize and address racialized structures, policies, and practices, that produce and sustain racial inequities.

Learning Orientation: Embraces challenges, new ideas and different perspectives as an opportunity to learn; continually seeks out and applies new learning to activate change or improvements.

Systems Thinking: Defines the system and one’s role in the system. Sees relationships and the dynamic elements of the holistic system and executes work accordingly. Influences the system and maps connections to ATD’s external landscape.

Physical Demands: 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit, use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus. 

Equal Opportunity Employer 

Achieving the Dream is committed to creating and maintaining a diverse work environment. Employment policies and decisions are based upon merit, qualifications, performance, and business needs.  All qualified candidates will receive consideration for employment without regard to age, race, color, national origin, gender (including pregnancy, childbirth, or medical conditions related to pregnancy or childbirth), gender identity or expression, religion, physical or mental disability, medical condition, legally- protected genetic information, marital status, veteran status, or sexual orientation.