Senior Human Resources Generalist

As a Senior Human Resources Generalist at Renewal by Andersen, your responsibilities include managing the full employee lifecycle, from recruiting and onboarding to offboarding. You'll oversee compliance with employment laws, handle FMLA and ADA leave claims, and ensure adherence to HR policies. Your role also involves acting as an HRIS subject matter expert and providing guidance to the leadership on HR strategies to enhance workplace culture.

To qualify for the Senior Human Resources Generalist position at Renewal by Andersen, candidates should possess a bachelor’s degree in Human Resources or Business Administration. A minimum of 10 years of progressive HR experience, preferably in a generalist role, is essential. Additionally, professional HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP, along with strong knowledge of employment laws and HR best practices, is highly preferred.

Renewal by Andersen values professional growth and provides various development opportunities for Senior HR Generalists. This includes training programs, workshops, and the chance to lead special projects that drive business initiatives. As part of a culture that promotes learning, you can expect to expand your skills and advance your career all while being supported by a collaborative team.

The workplace culture at Renewal by Andersen is vibrant and collaborative, characterized by trust and respect. As a Senior Human Resources Generalist, you will play a crucial role in fostering this environment, ensuring that all team members feel valued and engaged. The company’s commitment to diversity and inclusion makes it a rewarding place to work.

Yes, Renewal by Andersen recognizes the importance of work-life balance and offers flexible working options for Senior Human Resources Generalists. Depending on the business needs, employees may have the opportunity to explore hybrid or remote working arrangements to better accommodate their personal and professional commitments.

To enhance employee engagement, I would first assess current engagement levels through surveys and feedback. This helps identify areas for improvement. I'd then collaborate with leadership to implement targeted initiatives, such as employee recognition programs and opportunities for professional development, while ensuring consistent communication and transparency with team members.

In addressing conflict resolution, I start by facilitating a private discussion with the involved parties to understand each perspective. I aim to create a safe environment for open dialogue, encouraging them to express their concerns. Together, we work towards finding a mutually agreeable solution, always keeping organizational policies in mind.

I have extensive experience with HRIS systems, having managed module configurations and user training. I ensure that data entry processes are streamlined and accurate, enabling effective reporting and metrics tracking. I am also proactive in seeking feedback from users to enhance system functionalities according to our HR needs.

To ensure compliance, I stay updated on relevant federal, state, and local employment laws through regular training and professional development. I also conduct periodic audits of HR practices and employee records to identify potential issues and ensure that all policies and procedures are aligned with legal requirements.

My experience in talent acquisition involves developing recruitment strategies, writing job descriptions, and collaborating with hiring managers to identify candidates that fit our company culture. I focus on creating an inclusive recruitment process and utilize various channels, including social media and networking events, to attract diverse talent.

To prioritize my HR tasks, I utilize a combination of task management tools and strategic mapping of deadlines. I assess which tasks have the highest impact on team productivity and engagement and schedule them accordingly. Meetings are kept focused and purposeful to ensure that I can allocate time effectively towards pressing responsibilities.

I utilize a collaborative approach for performance reviews, gathering feedback from multiple sources, including peers and supervisors. I ensure reviews are structured and provide constructive feedback, recognizing achievements while addressing areas for improvement. Setting clear goals for the next review period is also key to fostering growth.

Managing employee benefits requires a meticulous approach. I ensure that employees are well-informed about their options, conducting informative sessions to aide in understanding benefits. I also regularly assess benefits programs to ensure they remain competitive and aligned with employee needs and organizational goals.

In supporting change management initiatives, I focus on clear communication and training. I actively involve team members in the change process and provide resources to help them adapt. I also monitor morale and provide support to address concerns as they arise, ensuring a smooth transition that aligns with our organizational goals.

Maintaining confidentiality is paramount in HR. I adhere strictly to data privacy regulations and organizational policies, limiting access to sensitive information on a need-to-know basis. I also train team members on the importance of confidentiality, reinforcing a culture that prioritizes discretion and respect for employee privacy.