Lead HR Generalist GWGL

The Lead HR Generalist GWGL provides frontline support for employee relations, leads daily HR workflow, and ensures consistent service delivery across assigned portfolios.

RESPONSIBILITY LEVEL:

The Lead HR Generalist GWGL provides frontline support for employee relations, leads daily HR workflow, and ensures consistent service delivery across assigned portfolios.

This role monitors HR communications and training quality, analyzes key data to inform decisions, supports core HR programs, and drives standardization through policy and process updates

Implements organization's goals, may provide input into strategic goals for Goodwill Great Lakes Human Resources.

Conducts research, evaluates data, and reports on findings, supporting the development and implementation of policies, procedures, and programs.

Has familiarity with the GWGL Human Resources budget, may provide input into spending decisions, particularly as pertains to vendors, systems, and projects.

Typically works on projects and initiatives that span 12 months - 2 years.

PRINCIPAL DUTIES:

1.

Lead level responsibilities include: Partner with Sr.

Manager HR GWGL on ensuring human resources best practices are applied, including but not limited to retention, engagement and employee support services.

Serve as the first point of contact on complex employee relations assist with guiding and developing the HR Generalists and serving as the point of contact in the manager's absence.

2.

Ensures compliance with Goodwill's human resources and business unit policies.

Lead the review and updates of HR policies, SOPs, and process documentation to ensure standardization.

3.

Support assigned portfolios, including galleys and/or logistics, ensuring consistent HR service delivery.

4.

Initiate and/or support human resources projects, programs, processes and practices such as retention, turnover talent management, workforce planning, employee relations, potential employees, training, development, communication, performance management, consultation and support to managers and employees.

5.

Lead HR task workflow by tracking, assigning, and ensuring timely completion of administrative and operational work.

6.

Analyze key HR data (e.g., ER trends, retention indicators) and elevate insights to support decision making.

7.

Monitor, track, and evaluate HR communications and training materials-including orientation-to ensure quality and consistency.

8.

Leading and Developing Talent: May partner with coworkers to advance their development.

9.

Project and Change Management: May serve as a team member, or subject matter expert, for formal or department projects.

Contributes ideas and helps develop solutions, while balancing demands of project work and routine job responsibilities.

Engages effectively in change affecting her/him, communicating appropriately with supervisor.

Follows through on learning, skill building, and practice necessary to adapt to change.

10.

Problem Solving: Light supervision; works ...