Human Resources Generalist

1. Serves as a trusted HR resource and advisor to employees and managers by interpreting and applying HR policies, employment practices, and applicable employment laws. Provides guidance on employee relations, conflict resolution, coaching, and performance management. Investigates employee complaints and concerns, evaluates findings, and recommends appropriate resolutions and corrective actions.
2. Partners with hiring managers to assess staffing needs and collaborates with the Recruiting Manager to develop recruitment strategies, evaluate candidates, and facilitate hiring activities. Provides guidance on talent acquisition practices and participates in workforce planning and recruitment initiatives.
3. Coordinates and oversees new employee orientation and onboarding to support effective integration into the organization. Ensures required employment documentation, benefits enrollment, and initial training activities are completed and identifies opportunities to improve the onboarding experience.
4. Advises managers on establishing performance expectations, setting goals, conducting performance evaluations, and addressing employee performance concerns. Provides recommendations regarding performance improvement plans, disciplinary actions, and employment terminations to promote consistency, accountability, and compliance with organizational policies and applicable employment laws.
5. Oversees the accuracy and maintenance of HRIS data, personnel documentation, and required employment records in accordance with organizational policies and applicable requirements. Analyzes workforce data and prepares HR reports and metrics to support organizational planning, workforce decisions, and audits.
6. Provides guidance to employees and managers regarding employee benefits, enrollment, and benefit changes. Supports benefits administration, leave management, unemployment claims, and related employment matters, ensuring processes are handled accurately and in accordance with applicable requirements.
7. Oversees and performs the administration of Family and Medical Leave Act (FMLA) requests, including evaluating eligibility, coordinating required notices and documentation, monitoring leave usage, and communicating applicable requirements to employees and managers. Provides guidance and direction to the HR Coordinator regarding FMLA processes, reviews documentation and administrative practices for accuracy and compliance, and directly manages complex or escalated leave matters as appropriate.
8. Identifies organizational and departmental training needs and coordinates the development, implementation, and delivery of employee and manager training programs. Provides guidance and resources to managers on employee development, performance coaching, and HR-related training requirements. Evaluates training effectiveness and recommends improvements.
9. Monitors HR policies, procedures, and employment practices to promote consistent application across the organization. Identifies potential policy and compliance concerns, recommends revisions or corrective measures, and advises managers on appropriate policy interpretation and enforcement.
10. Participates in the development, implementation, and evaluation of system-wide HR programs, initiatives, and special projects, including employee engagement, retention, workforce development, and process improvement efforts.
11. Promotes a positive, productive, and inclusive work environment by identifying workplace concerns, evaluating employee feedback, and recommending opportunities to strengthen employee engagement and organizational effectiveness.
12. Maintains regular and reliable attendance and adherence to established work schedules.
13. Performs other duties as assigned.

1. Associate's degree in Human Resources, Business Administration, or a related field required; bachelor's degree preferred.
2. Minimum of five years of progressively responsible human resources experience, with demonstrated experience across multiple HR functions, including recruitment, employee relations, performance management, benefits administration, and employment compliance.
3. Demonstrated experience independently advising managers on employee relations matters, interpreting HR policies and employment practices, evaluating workplace concerns, and recommending appropriate courses of action required.
4. Previous healthcare experience preferred; experience working in a remote or multi-site environment preferred.

1. Valid Wisconsin Driver’s License required with an acceptable motor vehicle record (MVR), per FHC guidelines.
2. PHR or SHRM-CP certification is preferred

Equal Opportunity Employer