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Position Summary

The HR Generalist – Employee Relations & Talent Operations serves as a key member of the Human Resources team, supporting employee relations, performance management, talent acquisition, onboarding, and organizational development initiatives. This position partners with managers and employees to address workplace concerns, support investigations, guide performance management processes, and ensure the consistent application of HR policies and practices. The role also supports talent acquisition efforts, onboarding operations, and strategic HR projects designed to strengthen organizational effectiveness and employee engagement.

The ideal candidate is a strong communicator and writer with demonstrated experience in employee relations, workplace investigations, progressive discipline, performance management, and talent acquisition. This individual exercises sound judgment, attention to detail, critical thinking, and the ability to identify and address HR risks proactively.

Essential Duties and Responsibilities

Employee Relations & Performance Management

• Partner with managers and supervisors to address employee performance, conduct, attendance, and workplace concerns.
• Review and provide guidance on performance improvement plans (PIPs), corrective actions, written warnings, and performance evaluations to ensure clarity, objectivity, consistency, and alignment with organizational standards.
• Assist managers in developing measurable performance expectations utilizing SMART goals and best practices in performance management.
• Conduct workplace investigations involving employee complaints, policy violations, workplace conflicts, and other employee relations matters; prepare investigation summaries, findings, and recommendations.
• Support conflict resolution efforts and provide guidance to managers regarding employee relations concerns and supervisory practices.
• Identify potential employee relations risks and recommend appropriate interventions and corrective actions.
• Ensure compliance with organizational policies, employment laws, and HR best practices.
• Participate in employee relations trend analysis and recommend process improvements to strengthen employee engagement, retention, and workplace culture.

Talent Acquisition & Workforce Planning

• Lead and support full-cycle recruitment activities, including vacancy intake, job postings, candidate screening, interview coordination, and offer processes utilizing ADP Workforce Now.
• Partner with hiring managers to develop effective recruitment strategies and build talent pipelines for critical and hard-to-fill positions.
• Review job descriptions for accuracy, compliance, and alignment with organizational needs and competencies.
• Conduct candidate screenings and provide hiring recommendations based on qualifications, experience, and organizational fit.
• Coordinate and participate in career fairs, recruitment events, networking opportunities, and community outreach initiatives.
• Track and analyze recruitment metrics, including vacancies, time-to-fill, source effectiveness, and recruitment outcomes, providing recommendations to improve results.
• Develop and maintain relationships with community organizations, educational institutions, and workforce development partners to support recruitment efforts.

Onboarding, Compliance & Talent Operations

• Support onboarding processes to ensure a positive and compliant new hire experience.
• Conduct and facilitate New Employee Orientation and related onboarding activities.
• Review and quality-check onboarding documentation, ensuring completion of all required pre-employment and onboarding requirements.
• Coordinate background screening, credential verification, and compliance-related onboarding activities.
• Ensure accuracy and integrity of employee records and HR documentation within ADP Workforce Now and other HR systems.
• Conduct periodic audits of employee files, onboarding records, and HR data to ensure compliance and quality standards.

Organizational Projects & HR Operations

• Participate in organizational initiatives related to performance management, employee engagement, retention, job description development, and process improvement.
• Assist with implementation and administration of performance management programs and other talent management initiatives.
• Support HR reporting, workforce analytics, and data management activities by compiling and analyzing HR-related information.
• Contribute to the development and continuous improvement of HR policies, procedures, forms, and tools.
• Assist with compensation, benefits, and HRIS-related projects as assigned.
• Recommend and implement process improvements that enhance efficiency, service delivery, compliance, and employee experience.

Cross-Functional Collaboration

• Collaborate closely with HR leadership and team members to ensure consistent application of HR practices across employee relations, talent acquisition, onboarding, and compliance functions.
• Serve as a resource to managers and staff regarding HR policies, procedures, and best practices.
• Provide support and guidance on employee relations matters, investigations, workforce planning activities, and organizational initiatives.
• Participate in special projects and other duties as assigned.

Required

• Bachelor's degree required, preferably in Human Resources, Business Administration, Public Administration, Organizational Leadership, or related field.
• Minimum of 3 years of progressive Human Resources experience.
• Demonstrated experience in employee relations, workplace investigations, performance management, and recruitment.
• Experience reviewing and drafting performance improvement plans, disciplinary documentation, and other employee relations correspondence.
• Strong knowledge of progressive discipline principles and performance management practices.
• Excellent written communication skills with the ability to prepare clear, objective, and professional documentation.
• Strong critical thinking, problem-solving, and analytical skills.
• Experience advising managers regarding employee performance and employee relations concerns.
• Proficiency with HRIS systems, preferably ADP Workforce Now.
• Advanced proficiency in Microsoft Office Suite, particularly Outlook, Word, Excel, and PowerPoint.

Preferred

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience within nonprofit, healthcare, behavioral health, social services, or community-based organizations.
• Experience supporting HR projects related to performance management, employee engagement, retention, compensation, or organizational development.
• Experience using workforce metrics and analytics to support decision-making.

Core Competencies

• Employee Relations & Investigations
• Performance Management & Progressive Discipline
• Business Writing & Documentation
• Critical Thinking & Judgment
• Manager Coaching & Consultation
• Talent Acquisition & Workforce Planning
• Project Management
• Compliance & Risk Mitigation
• HRIS & Data Management
• Communication & Relationship Building
• Confidentiality & Professionalism
• Continuous Improvement

 PHYSICAL REQUIREMENTS 

• Ability to use a computer for prolonged periods.
• Ability to occasionally lift and/or move up to 10 pounds.
• Ability to stand, walk, or sit for long periods of time.
• Ability to bend and retrieve objects and/or documents.
• Ability to travel in the boroughs of New York City and its adjacent counties via public transportation.

BronxWorks is an equal opportunity employer committed to an inclusive workplace. We consider qualified applicants without regard to any characteristics protected by applicable federal, state, or local law. Reasonable accommodations are available to applicants with disabilities and other legally protected needs. To request an accommodation during the application process, please contact hrbenefits@bronxworks.org