HR Generalist

igsenergy; United States; On-site; USD 65,000 - 90,000; Full time

Job summary

igsenergy is seeking an HR Generalist to partner with the Commercial & Industrial (C&I) business unit, driving talent acquisition initiatives, interviewing entry-level candidates, developing career paths, supporting onboarding and identifying opportunities to improve the employee experience.

The role also acts as a trusted HR resource for employees and managers, offering guidance on employee relations, performance management and organizational effectiveness.

Qualifications

• Broad understanding of HR practices, including talent acquisition, performance management, employee relations and talent development.

Responsibilities

• Support TA initiatives for C&I, including interviewing entry-level candidates and building hiring pipelines.
• Develop and enhance career pathing frameworks with business leaders for clear progression levels.
• Coach managers on performance, development and employee relations to improve engagement and retention.
• Support onboarding and enhancing the new-hire experience across the organization.
• Provide guidance on policies, employee relations matters and compliance.
• Assist with organizational planning, workforce needs and change management initiatives.
• Partner with HR leadership on HR initiatives and continuous improvement projects.

Skills

Talent acquisition

Performance management

Employee relations

Talent development

Job description

Job Summary

The HR Generalist will support the Commercial & Industrial (C&I) business unit by partnering with leaders to attract, develop and retain talent while supporting broader business objectives. This role will play a key part in driving talent acquisition (TA) initiatives, including interviewing entry-level candidates, developing career pathing frameworks, supporting new-hire onboarding and identifying opportunities to improve the employee experience.

The position will also serve as a trusted HR resource to employees and managers, providing guidance on employee relations, performance management, organizational effectiveness and other day-to-day HR matters. Working closely with HR leadership and the broader HR team, this individual will help implement people initiatives, identify workforce trends and support the continued growth and success of the C&I business.

Primary Responsibilities

Talent Acquisition & Workforce Planning

Support TA initiatives for C&I, collaborating with leaders and the TA team to identify and address hiring needs.

Collaborate with C&I on recruiting efforts for entry-level positions, including interviewing candidates, assessing qualifications and providing hiring recommendations.

Support early-career recruiting initiatives, including internship programs, campus recruiting and building talent pipelines.

Talent Development & Career Pathing

Participate in the development and ongoing enhancement of career pathing frameworks across C&I, partnering with business leaders to establish job levels, core competencies and expectations for career progression.

Partner with managers to identify employee development opportunities and establish clear career growth paths.

Coach managers on effectively managing employee performance, recognizing achievements and addressing development needs.

Support talent reviews, succession planning and initiatives designed to develop and retain high-potential employees.

Coordinate and support training and leadership development initiatives.

Employee Engagement & Onboarding

Conduct HR meet-and-greets with new hires to build relationships, introduce HR resources and support their transition into the organization.

Partner with managers to enhance the onboarding experience and ensure new employees feel supported and connected.

Conduct exit interviews, identify turnover trends and share actionable insights with HR and business leadership.

Partner with leaders to develop and implement employee engagement and retention initiatives.

Gather employee feedback and identify opportunities to improve the employee experience throughout the employee lifecycle.

Business Partnership & Organizational Effectiveness

Build strong relationships with employees and leaders, developing an understanding of C&I's business priorities, organizational needs and challenges.

Provide guidance and coaching to managers on leadership effectiveness, employee engagement, team development and other people-related matters.

Support organizational planning, including team structure, workforce needs, promotions and compensation recommendations.

Partner with HR leadership on organizational changes, change management initiatives and other business priorities.

Identify people-related trends and opportunities to improve organizational effectiveness.

Collaborate with the broader HR team to implement programs and initiatives aligned with business objectives.

Employee Relations & HR Support

Serve as a primary HR resource for employees and managers, providing guidance on employee relations matters, workplace concerns and company policies.

Independently manage employee relations issues, including performance concerns, attendance, conduct, employee conflicts and policy violations.

Conduct workplace investigations as needed, including interviews, documentation and recommendations for resolution.

Coach managers through corrective action, performance improvement plans and employee separations, partnering with HR leadership and legal on complex or higher-risk situations.

Promote consistent and fair application of HR policies while balancing employee needs, business priorities and organizational risk.

Provide general HR support throughout the employee lifecycle, including transfers, leaves, accommodations and offboarding.

HR Initiatives, Compliance & Continuous Improvement

Partner with the HR team to implement HR programs, policies and initiatives aligned with organizational priorities.

Support employees and managers, partnering with HR leadership, Compliance and Legal on employment matters as needed.

Identify opportunities to improve HR processes, manager resources and the employee experience.

Support HR projects as needed.

Leverage workforce data and employee feedback to identify trends, measure the effectiveness of HR initiatives and recommend improvements.

Required Skills

Broad understanding of HR practices, including talent acquisition, performance management, employee relations, talent development and