Sr HR Generalist

As a Sr HR Generalist at our company, your primary responsibilities include guiding the talent journey from application to onboarding, driving recruitment initiatives, managing employee leave programs, supporting performance and growth initiatives, maintaining critical HR operations, and handling employee relations with care and professionalism.

To qualify for the Sr HR Generalist position at our company, you should have at least 4 years of experience in HR, expertise in full-cycle talent acquisition, proficiency in UKG systems and Microsoft Office, a strong understanding of employment laws such as FMLA and ADA, and a Bachelor's degree.

The Sr HR Generalist plays a crucial role in recruitment excellence by developing innovative hiring strategies, fostering relationships with potential candidates, and ensuring a seamless and engaging application process that attracts top talent to our company.

In the Sr HR Generalist role, you will manage HR operations by maintaining essential HR documentation, policies, and resources, ensuring compliance with employment regulations, and supporting the overall efficiency of HR functions within the company.

The company culture is supportive and innovative, where a Sr HR Generalist can thrive by engaging with employees, championing their development, and being an integral part of shaping a positive workplace environment that fosters growth and collaboration.

Be prepared to highlight specific strategies you have used for sourcing, interviewing, and onboarding candidates. Share examples of how your approach has improved talent acquisition processes and contributed to finding the right fit for the team.

Discuss your familiarity with important regulations like FMLA and ADA, and share your experience in implementing compliance measures in HR practices, such as developing policies and conducting training sessions.

Illustrate your methods for promoting employee engagement, such as developing training programs, initiating feedback processes, and fostering an open-door policy for employee communication and support.

Share your approach to conflict resolution, emphasizing the importance of active listening and empathy. Provide an example of a past situation where you successfully resolved an issue between employees or addressed an employee concern.

Explain your proficiency with HR technologies like the UKG systems and how you’ve leveraged technology to streamline HR processes, enhance data accuracy, and improve communication within the organization.

Talk about your commitment to professional development, mentioning any resources you rely on, such as HR webinars, professional associations, or relevant literature that keeps you informed about industry trends.

Describe a specific recruitment campaign you led, detailing the targeted approach you took, tools you used, and how you measured the success of that strategy in attracting quality candidates.

Discuss the performance evaluation techniques you utilize, such as goal-setting, regular check-ins, and feedback mechanisms, as well as the importance of aligning performance metrics with company objectives.

Share your thoughts on the significance of creating a welcoming environment for new hires and the importance of providing them with the tools and information they need to succeed from day one.

Emphasize the ethical responsibility of handling sensitive information, discussing specific practices you implement to safeguard employee records and uphold confidentiality in all HR dealings.