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Human Resources Generalist (New York or Washington, DC)

Summary:

Reporting to the Director of Human Resources, the Human Resources Generalist will play a vital role in supporting the development and implementation of strategies to optimize our workforce, enhance employee engagement, and drive organizational performance. This position requires a well-rounded understanding of human resources principles and the employee lifecycle, as they will be involved in onboarding and orientation, employee relations, training and development, compensation, and other HR activities. The ideal candidate should possess excellent interpersonal skills, attention to detail, and the ability to maintain confidentiality while handling sensitive information. The office location is flexible, and we will consider candidates located in Washington, DC or New York, NY.

Responsibilities:

HR Business Alignment Support:

• Work closely with the Director of Human Resources, Office Administrators, and department heads to understand business needs and assist in aligning HR strategies with business objectives.
• Support the rollout of HR initiatives such as performance management, talent acquisition, employee development, and engagement programs.
• Assist in collecting and analyzing HR data (e.g., turnover rates, employee engagement, performance metrics) to provide insights and support decision-making.

Employee Relations:

• Serve as a primary point of contact for employees and management regarding employee relations matters, including conflicts, complaints, and disciplinary issues.
• Conduct investigations into employee complaints or allegations of misconduct, ensuring fair and impartial resolution.
• Act as a neutral party to facilitate discussions between employees and managers to resolve conflicts in a fair and constructive manner.
• Collaborate with managers and employees to develop individualized development plans based on performance reviews, career aspirations, and Firm goals.
• Assist with the performance management process, including goal setting, employee evaluations, and feedback sessions.
• Partner with managers in identifying and addressing performance issues and ensure that employees are provided with opportunities for professional growth.
• Develop and maintain effective communication channels between management and employees to foster a positive work environment.
• Schedule and conduct exit interviews with departing employees in a timely manner, either in person or through electronic surveys.
• Document key feedback and any concerns raised during the exit interview process, sharing insights with management or HR leadership to identify potential areas of improvement in employee retention and Firm culture.
• Schedule and conduct termination meetings with employees, ensuring the process is handled professionally, empathetically, and in accordance with Firm policies.
• Prepare and provide the necessary termination documents, such as a termination letter or separation agreement, and ensure the employee signs off on all required paperwork.
• Ensure the employee understands their rights and responsibilities post-termination, including information about severance (if applicable), unemployment benefits, and the return of Firm property.
• Collaborate with the Office of the General Counsel when necessary to address any potential legal risks or claims arising from the termination process.

HR Operations and Employee Lifecycle Management:

• Work closely with the Director of Human Resources and assist in conducting all cyclical employee lifecycle processes such as the annual compensation and bonus review process, year-end evaluation process, mandatory training, etc.
• Stay informed about employment laws and regulations to ensure compliance with federal, state, and local requirements.
• Plan and manage professional staff training programs delivered by third-party vendors, including scheduling sessions, arranging facilities, and managing participant registrations.
• Coordinate employee engagement initiatives throughout the employee lifecycle to promote retention and satisfaction.
• Ensure smooth transitions during promotions, transfers, and separations, managing all necessary HR documentation and communication.
• Prepare and submit responses to state unemployment agencies, ensuring timely and accurate submission of information requested to determine eligibility.

Onboarding & Orientation:

• Monitor the progress of new hires during the onboarding period and follow up regularly to address any questions, concerns, or challenges they may encounter.
• Contribute to the design of onboarding materials, including welcome kits, handbooks, and training modules, to provide new hires with essential information about Firm policies, procedures, and culture.
• Analyze feedback from new hires at the end of the onboarding process to identify areas for improvement in future orientations.
• Assist in coordinating and delivering new hire orientation sessions, helping new employees familiarize themselves with the Firm's mission, values, and key stakeholders.
• Other Duties and Projects - Under the direction of the Director of Human Resources and/or Chief Human Resources Officer, complete, support, or lead HR related tasks or projects which may be related to any functional area of HR.

Required Skills:

• Strong communication, interpersonal, and conflict resolution skills.
• Excellent organizational, time management, and attention to detail.
• Analytical, problem-solving, and task prioritization abilities.
• High integrity, professionalism, and confidentiality.
• In-depth knowledge of employment laws and regulations.
• Proficient in Microsoft Excel (VLOOKUP, pivot tables) and Office Suite (Word, PowerPoint, Outlook).
• Quick to learn HRIS and talent management systems.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• Three (3) to Five (5) years of human resource management experience preferred.

Physical Requirements:

• Prolonged periods of sitting at a desk and working on a computer.

The expected salary range for this position is $100,000 - $120,000. It is not typical for offers to be made at or near the top of the range. The salary offered is based on a variety of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and Firm factors are also considered. In addition to the base salary, a generous employee benefits package including healthcare benefits is offered, and successful employees are eligible to receive a discretionary bonus.

Epstein Becker Green is an equal opportunity employer.