Med-Metrix will not discriminate against any employee or applicant for employment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, veteran status, other non-merit based factors, or any other characteristic protected by federal, state or local law.
Senior Human Resources Generalist
Location
United States
Posted
10 days ago
Salary
0
Seniority
Senior
No structured requirement data.
Job Description
Senior Human Resources Generalist
Med-Metrix
Role Description The Human Resources Generalist is responsible for ensuring the consistent application of human resources policies and procedures within the organization and for advising and counseling managers and staff on employment related matters. - Monitor and respond to employee inquiries related to HR topics, HR policies, and HRIS system navigation. - Update employee records in the HRIS system, maintaining data integrity and accuracy as well as ensuring confidentiality. - Provide day-to-day coaching to leadership on a variety of actions to include: - Employee relations issues - Conflict resolution - Policy interpretation and application - Talent management and development - Maintain and update employee records and HR files with accurate, timely, and confidential documentation on employee relations cases, in compliance with internal policies and legal requirements. - Research and analyze employee trends to understand ways to increase employee retention and engagement. - Maintain a comprehensive understanding of current legal standards, including federal, state, and local employment laws, regulations, and best practices, ensuring compliance and minimizing risk associated with daily employee management. - Develop in-depth understanding of the company’s products and services, structure, roles, compensation/promotion/disciplinary practices, and HR processes. - Analyze trends, metrics, and reports in partnership with HR peers to develop solutions, programs, and policies and make recommendations. Utilize Excel (VLOOKUP, Pivot tables, charts & graphs) to collect, organize, and summarize data. - Process documentation and prepare reports relating to employee activities (training, performance evaluations, employee changes, and terminations). - Conduct analysis on reports and data and use information to create and present information to leadership. - Actively participate in the development and implementation of Human Resources policies and procedures. - Actively participate in Learning and Development initiatives and programs. - Actively participate in the introductory and annual performance review process. - Actively participate with government reporting requirements. - Complete timely and accurate responses to unemployment claims, ensuring accuracy and adherence to deadlines. - Perform other duties as assigned. - Use, protect, and disclose patients’ protected health information (PHI) only in accordance with Health Insurance Portability and Accountability Act (HIPAA) standards. Qualifications - Bachelor’s degree in human resources, psychology, or business-related field preferred. - Minimum of 3-5 years’ experience in Human Resources, with proven knowledge of HR procedures. - Healthcare industry experience a plus. - Strong problem solving and creative skills, and the ability to exercise sound judgment and make decisions based on accurate and timely analyses. - High level of integrity and dependability with a strong sense of urgency and results oriented. - Strong analytical skills. - Excellent communication, interpersonal, time-management, and organization skills. - Intermediate Microsoft Office Suite, including Excel and PowerPoint skills. Requirements - Physical Demands: - Occasionally required to move around the work area. - Sit; perform manual tasks; operate tools and other office equipment such as computer, computer peripherals, and telephones. - Extend arms; kneel; talk and hear. - Mental Demands: - Must be able to follow directions, collaborate with others, and handle stress. - Work Environment: - The noise level in the work environment is usually minimal. Company Description Med-Metrix will not discriminate against any employee or applicant for employment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, veteran status, other non-merit based factors, or any other characteristic protected by federal, state or local law.
Related Guides
Related Categories
Related Job Pages
More Human Resources Jobs
• Serve as the primary HR contact for assigned business units and executive leadership teams • Partner with operational and medical leaders on strategic HR initiatives and workforce planning • Provide guidance on employee relations, conflict resolution, performance improvement, corrective action, and career development • Support clinician onboarding, engagement, retention, and organizational culture initiatives • Collaborate with leaders to align HR strategies with operational and business objectives • Act as a trusted advisor and change agent to support organizational growth and transformation • Ensure HR practices remain compliant with federal and state employment laws and internal policies • Participate in strategic planning initiatives and HR process improvement efforts • Analyze organizational processes and identify opportunities to improve team effectiveness and outcomes • Manage HR projects and special initiatives as assigned
Human Resources Director
Burlington Coat FactoryFounded in 1972, Burlington Stores is a Fortune 500 company that offers name-brand apparel, home goods, and merchandise for the entire family at up to 65% off a
Lead HR strategies to support business needs, drive talent management initiatives, coach leaders on performance and engagement, and foster strong relationships to enhance organizational culture and effectiveness.
• Acting as a trusted advisor and thought leader to the business leadership team • Coach senior leaders, managers, and employees while delivering talent, leadership, and organizational solutions that drive measurable business outcomes • Ensure teams are optimally structured to support current and future business needs • Enable leadership and employee development through planning and execution of strategic HR initiatives • Drive large-scale change management, talent management, and organizational effectiveness in a fast-paced environment • Responsible for core talent and HR programs, including performance management cycles and compensation planning • Establish excellent relationships with business leaders and employees in assigned client groups • Develop collaborative partnerships with business client groups and across the HR team • Analyze data, metrics, and trends in partnership with business leaders
HR Generalist, Employee Service Center
ZillowZillow is a leading online real estate marketplace covering the whole spectrum of purchasing, owning, and selling a home. In support of flexible work options and work-life balance,
Role Description The HR Generalist, Employee Service Center (Tier 3) serves an important role for the organization as a link between ESC operations and HR Business Partners (HRBPs. - Provide advanced manager coaching, case coordination, and project support across annual review, performance management, talent acquisition, and other management functions. - Partner closely with HRBPs to execute people and talent strategies. - Own intake, triage, and resolution for a large share of routine but nuanced HRBP work—where judgment and HR fluency are required, but a senior HRBP is not. - Log and track work in ServiceNow to create visibility into patterns, escalation accuracy, and opportunities to push work down to Tier 1/2 with clear SOPs over time. Qualifications - HR experience in shared services, employee service centers, HR operations, or HR generalist roles supporting managers and/or employees. - Typically: - P1: ~1–2 years relevant experience - P2: ~2–4+ years relevant experience, including more complex manager coaching and case ownership - Demonstrated experience in at least two of the following domains, with working knowledge across several others: - Performance management - Annual review/talent processes - Reporting & analytics for HR - Talent Acquisition support - Org or job changes - Benefits/leave intersections - Proficiency with Workday (or similar HRIS) and ServiceNow (or similar case management/ticketing tools) for transactions, reporting, and case tracking. - Demonstrated ability to triage and route work based on complexity, risk, and business context—not just category labels—and to document decisions clearly. - Strong written and verbal communication skills, including the ability to create clear manager guidance, email templates, and light documentation/playbooks. - Proven track record of handling confidential HR information with discretion and sound judgment. Requirements - Experience working in or closely with HR Business Partner teams, supporting managers across multiple business groups or functions. - Prior experience in an HR shared services / tiered support model (Tier 1/2/3) or similar model where routing, SLAs, and escalation accuracy are core to success. - Comfort creating or iterating on SOPs, playbooks, and triage rules based on case pattern analysis and partner feedback. - Experience supporting organizational change, re-leveling, or job profile work as a project contributor (project management, documentation, stakeholder prep) alongside HRBPs and COEs. - Familiarity with key ESC / HRSD metrics (e.g., time-to-resolution, escalation rate, CSAT) and using data to make recommendations. Benefits - Competitive base salary. - Eligible for equity awards based on factors such as experience, performance, and location. - Actual amounts will vary depending on experience, performance, and location. - Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.
