Employee Relations & People Support. Be a trusted resource for employees and managers by providing day-to-day guidance, coaching, and support on employee relations matters. Partner with managers and supervisors to navigate performance concerns, workplace challenges, and employee engagement opportunities. Contribute to People Committee initiatives by offering insights, participating in discussions, and supporting follow-up actions. Help plan and oversee employee activities that strengthen culture, connection, and engagement. Support DEIA (Diversity, Equity, Inclusion, and Accessibility) initiatives, programs, and reporting efforts that promote a welcoming, inclusive workplace. Conduct and/or support exit interviews; synthesize themes and share insights/learnings with leaders to strengthen engagement, retention, and the overall employee experience. HR Operations. Routinely serve as backup support for payroll to help ensure accuracy, continuity, and smooth processing. Assist with benefits invoice processing, reconciliation, and vendor coordination. Create and support HR presentations and decks for leadership meetings, committees, and people-focused initiatives. Manager & Employee Development. Facilitate and support New Manager Training, helping leaders build competencies in people management fundamentals and HR best practices. Provide ongoing coaching and guidance to managers as they grow their leadership and employee management skills. Compliance & GovernanceSupport HR compliance activities, including policy adherence, audits, documentation, and regulatory reporting. Help ensure HR practices are applied consistently and in alignment with organizational policies and applicable regulations. HR Projects & Continuous Improvement. Lead and support HR projects from planning through execution, helping keep initiatives organized, on track, and well-communicated. Use people data and HR metrics (e.g., turnover, engagement, ER trends) to identify root causes, share insights with stakeholders, and support data-driven decisions and continuous improvement. Contribute ideas and solutions that improve processes, support change initiatives, and enhance employee experience. Required Minimum Education:Bachelor’s Degree from a four-year college or university. Required Minimum Certification:No professional certifications required. Required Minimum Experience:6 years of progressive human resources experience, preferably in an HR generalist or advisory role. Required Minimum Skills: Strong employee relations and problem-solving skills. Business acumen with the ability to deliver practical HR solutions. Relationship-building and coaching capability with leaders at all levels. Project management and organizational effectiveness. Strong written and verbal communication skills. Proficiency in the use of HCM software. Advanced proficiency with MS Office. Preferred Qualifications:PHR or SPHR (or SHRM-CP or SHRM-SCP) certification preferred. Previous Workday and/or UKG experience a plus.