Human Resources Generalist

VICTORY CHRISTIAN CENTER INC; Tulsa (OK); On-site; USD 55,000 - 75,000; Full time

Job summary

VICTORY CHRISTIAN CENTER INC seeks an HR Generalist to provide day‑to‑day employee relations support across Victory Church, Victory Christian School, Victory College, Camp Victory, and Tulsa Dream Center. You will serve as a primary HR resource under the HR Director and help ensure consistent application of the Employee Handbook and policies.

The role requires a Bachelor's degree in HR or related field and 3+ years of HR experience, with emphasis on investigations and performance management.

Qualifications

• Three or more years of progressive HR experience including employee relations and investigations.
• Working knowledge of federal and state employment laws and HR compliance requirements.
• Experience guiding performance improvement and corrective action.
• SHRM-CP, PHR, or similar certification preferred.

Responsibilities

• Act as primary HR contact for employees and supervisors on routine relations topics.
• Provide coaching on performance management and documentation consistency.
• Maintain confidential employee relations records and HRIS data.
• Coordinate with payroll, benefits, IT, and other departments on HR transactions.
• Assist with HR policies, audits, and reporting to ensure compliance.
• Conduct exit interviews and identify trends for HR Director review.

Skills

Employee relations

Performance management

Investigations

HR compliance

Education

Bachelor's degree in Human Resources, Business Administration, or related field

Job description

The Human Resources Generalist provides day-to-day employee relations support and HR operational assistance for employees and leaders across Victory Church, Victory Christian School, Victory College, Camp Victory, and Tulsa Dream Center. The role serves as a primary HR resource under the direction of the HR Director.

Key Responsibilities

• Act as a primary point of contact for employees and supervisors on routine employee relations topics, including workplace concerns, performance issues, attendance, conduct, and policy questions.
• Provide supervisor guidance on performance management, coaching, corrective action, related documentation, and consistent use of HR policies and procedures.
• Review corrective-action documentation for consistency, completeness, and alignment with established HR practices when issuance is appropriate.
• Receive and respond to employee concerns and complaints by gathering information and determining next steps, consulting the HR Director when needed.
• Conduct routine employee investigations and fact-finding, including interviews, documentation review, timeline development, and investigation summary preparation.
• Maintain accurate and confidential records for employee relations matters, corrective actions, investigations, and related HR activity.
• Maintain and monitor employee relations cases and follow-up items to support appropriate documentation and resolution.
• Escalate high-risk matters to the HR Director, including allegations involving harassment, discrimination, retaliation, significant misconduct, legal or compliance concerns, senior leadership, or other risk areas.
• Assist supervisors with performance improvement plans, including monitoring established follow-up periods and required documentation.
• Support consistent application and interpretation of the Employee Handbook and HR policies across ministry departments and entities.
• Manage employee lifecycle transactions from initial hire through separation, including reactivations, transfers, promotions, compensation changes and raises, position and department changes, supervisor changes, and other personnel actions.
• Review personnel change requests for required approvals, supporting documentation, effective dates, and accuracy prior to processing.
• Enter and maintain employee changes in the HRIS and other applicable systems.
• Coordinate employee changes with payroll, benefits, IT, supervisors, and other departments as necessary, ensuring documentation and audit trails are maintained.
• Support termination and separation processing, including required documentation, HRIS transactions, internal notifications, and coordination with relevant departments.
• Conduct exit interviews as assigned and identify trends or concerns requiring HR Director review.
• Audit employee records and HRIS data to ensure information remains accurate and complete.
• Assist with development, implementation, communication, interpretation, and ongoing maintenance of HR policies, procedures, and practices.
• Monitor HR practices for consistency and compliance with applicable federal and state employment requirements.
• Assist with HR reporting, audits, record-keeping, and compliance activities.
• Support unemployment claim administration by collecting documentation, preparing responses, and coordinating required information.
• Assist with workers' compensation administration, including return-to-work documentation, work restrictions, and communication with employees and supervisors as assigned.
• Coordinate routine leave and accommodation-related HR processes with the Benefits Specialist and HR Director as applicable.
• Partner with the Benefits Specialist, Recruiter/New Hire Specialist, HR Coordinator, and other team members to ensure HR transactions and processes are completed accurately.
• Assist with payroll-related HR functions, including reviewing employee changes, pay changes, status changes, terminations, and other personnel transactions impacting payroll.
• Participate in HRIS audits and review employee data for accuracy and compliance.
• Identify and recommend improvements to HR procedures, workflows, documentation, and systems to improve efficiency and employee experience.
• Participate in HR projects and initiatives as directed by the HR Director.
• Commute to and from ministry locations as required.
• Perform other duties as assigned.

Requirements

• Bachelor's degree in Human Resources, Business Administration, or related field, or an equivalent combination of education and relevant HR experience.
• Three or more years of progressive Human Resources experience preferred, including employee relations, performance management, investigations, or HR Generalist responsibilities.
• SHRM-CP, PHR, or other HR certification preferred.
• Working knowledge of federal and state employment laws, HR practices, employee relations, and HR compliance requirements.
• Experience conducting workplace investigations and providing guidance on performance and corrective action preferred.