Senior Human Resource Generalist

Other Jobs To Apply

No other job posts for this day.

Overview The Senior Human Resource Generalist will be responsible for managing and executing various HR functions within the organization. This role involves providing strategic support and guidance on employee relations, training and development, performance management, and policy compliance with the CDC Foundation.

The Senior Human Resource

Generalist will work closely with leadership to foster a positive work environment, enhance employee engagement, and ensure adherence to employment laws and organizational policies.

The Senior Human Resource

Generalist will play a critical role in shaping the organizational culture and driving Human Resource initiatives that support the CDC Foundation’s mission and values. The ideal candidate will be proactive, strategic, and able to thrive in a dynamic, people-focused environment.

Key Responsibilities

  • Employee Relations & Engagement:
  • Serve as the primary point of contact for employee relations matters, including conducting investigations, assessing risk, and advising on appropriate resolution strategies.
  • Partner with leadership to address complex employee concerns, ensuring consistent, compliant, and well-documented outcomes.
  • Evaluate incoming issues to determine level of risk, urgency, and required escalation
  • Provide coaching to managers on handling employee concerns, performance issues, and workplace conflict.
  • Maintain appropriate documentation and ensure alignment with legal and organizational standards.
  • HR Intake and Workflow Triage:
  • Review and assess incoming HR requests to determine appropriate routing, level of support required,and prioritization.
  • Distinguish between routine inquiries and more complex issues requiring deeper HR support.
  • Support development of more consistent intake and workflow processes to improve response and reduce duplication of effort.
  • Performance Management:
  • Support managers in implementing performance management systems, including setting performance goals, conducting evaluations, and addressing performance issues.
  • Identify gaps in performance management practices and support more consistent application across teams.
  • Assis tin the development and implementation of employee development programs and career progression plans.
  • Coach leaders on managing performance, feedback, and development plans.
  • Compensation & Benefits:
  • Conduct market research to ensure competitive salary structures and benefit offerings.
  • Support leadership with the annual compensation review process and ensure compliance with relevant labor laws.
  • HR Policy & Compliance:
  • Ensure compliance-related activities are tracked, documented, and audit-ready.
  • Ensure the company adheres to labor laws and employment regulations.
  • Develop, review, and implement HR policies and procedures in alignment with legal requirements.
  • Escalate risks or gaps as identified.
  • Provide guidance to management on disciplinary actions, legal issues, and company policies.
  • Training & Development:
  • Identify training needs across the organization and facilitate internal and external training programs.
  • Promote and coordinate leadership development initiatives to enhance management capabilities.
  • Develop strategies for improving organizational performance through learning and growth.
  • Lead and support change management initiatives, partnering with leadership to drive adoption and reinforce consistent practices across the organization.
  • HR Reporting & Metrics:
  • Analyze HR data and produce reports on key metrics such as turnover, absenteeism, and employee satisfaction.
  • Use data to identify trends and make recommendations for improving HR processes and programs.
  • Maintain accurate and up-to-date employee records and documentation.
  • General HR Support:
  • Act as a senior point of contact for employee and manager inquiries, providing guidance and determining appropriate resolution paths.
  • Provide guidance, mentorship, and support to less experienced HR team members to build capability and ensure consistency in HR practices.
  • Coordinate and facilitate onboarding and offboarding processes.
  • Manage employee wellness and recognition programs.
Qualifications
  • Bachelor's degree in Human Resources, Business Administration, or a related field.
  • Minimum of 5-7 years of experience in a Human Resources role, with at least 3 years in a generalist capacity.
  • Preferred HR certification such as PHR or SHRM-CP, with SPHR or SHRM-SCP as a strong plus, or ability to obtain within 12 months.
  • Demonstrated experience independently handling employee relations matters, i
Back to blog

Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...