Senior HR Generalist

Avolta; Phoenix (AZ); Híbrido; USD 80.000 - 115.000; Jornada completa

Descripción de la vacante

Avolta AG in Phoenix, AZ seeks a Senior HR Generalist to manage the People & Culture daily operations, including employee relations, hiring, onboarding, and policy enforcement. You will oversee the full employee lifecycle, advise leadership on HR practices, and ensure compliance with applicable laws and company policies.

This on-site role requires collaboration across functions and travel as needed. The position emphasizes building strong partnerships, maintaining HR best practices, and

Formación

• 5+ years HR experience in a similar role
• 1–2 years of leadership/management experience
• Bachelor's degree in HR or a related field; count toward experience
• Hospitality, Food, Beverage, and/or Retail experience preferred
• SHRM-SCP or SPHR certification strongly preferred
• Experience in recruiting, employee relations, labor relations, training and development, benefits, and compensation
• Knowledge of state and federal employment regulations and statutes

Responsabilidades

• Manages daily HR processes in compliance with laws, policies, and agreements
• Oversees full employee lifecycle: attraction, selection, onboarding, engagement, development, retention, offboarding
• Acts as advisor to Operations leadership on policies, engagement, retention, training and performance issues
• Delivers corporate People & Culture initiatives locally and mentors onsite staff
• Ensures compliance with ADA, EEO, AA planning, FMLA, Fair Treatment and related regulations
• Maintains knowledge of HR trends and regulatory changes relevant to HR and F&B/retail operations
• Coordinates investigations of workers’ compensation, unemployment, EEO, harassment, and other employee relations matters
• Supports training initiatives and LMS reporting to promote learning and development
• Partners with Internal Audit to close out HR exceptions and ensure ethical conduct

Conocimientos

Employee relations

Hiring & interviewing

Policy compliance

HRIS

Microsoft Office

Training & development

Leadership

Educación

Bachelor's degree in HR or related field

Herramientas

HRIS software

Microsoft Office

Descripción del empleo

Purpose

The Senior HR Generalist runs the daily functions of the assigned People & Culture department including managing employee relations, hiring and interviewing staff, enforcing company policies, and administering pay, benefits, and leave.

Essential Functions

• Ensures daily HR processes and activities are performed in compliance with state and federal law, company policies and procedures, and Collective Bargaining Agreements where applicable
• Manages the full team member life cycle including attraction, selection, onboarding, engagement, development, retention, and offboarding; plans and optimizes each stage of a team member’s tenure
• Develops and maintains a position as a trusted advisor to the Operations leader and management; advises on company policies, engagement, retention, training, and performance management issues as they arise
• Communicates and deploys corporate People & Culture initiatives locally; acts as a mentor and primary resource to Operations team members and People and Culture professionals on site
• Ensures that all federal, state, local laws, collective bargaining agreements, and corporate People & Culture related compliance matters are proactively managed, including, ADA, EEO, Affimative Action Planning, FMLA, Fair Treatment, Customer Fair Treatment, and FAA
• Maintains knowledge of current trends, technical, regulatory, and statutory related to the HR function as well as F&B and Retail operations to ensure delivery of appropriate advice and counsel
• Coordinates and manages the administration and confidential investigation of workers’ compensation, unemployment, affirmative action, EEO, sexual harassment, fair treatment, customer fair treatment, FAA, and all other team member relations issues
• Handles employment-related inquiries from applicants, team members, and management; provides guidance and appropriately escalates complex and very sensitive matters as necessary
• Meets with management to understand current and future staffing levels needed to proactively recruit candidates to satisfy business needs; understands and acts upon specific operational data such as turnover rates, wage rates, staffing levels, diversity, and sales data
• Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with management to understand skills and competencies required
• Performs general administrative functions such as team member file maintenance, preparation of legal compliance logs, and HRIS systems data entry and maintenance
• Supports Field Operations with confidential investigations and provides guidance as needed to bring closure to open matters; partners with Internal Audit to ensure investigation and closure of People and Culture exceptions from the annual Ethical Conduct Certification
• Coordinates training and initiatives that promote continuous learning, skill development, and monitor reporting in Learning Management System (LMS)

Reporting Relationship

The Senior HR Generalist reports to the HR Business Partner

Minimum Qualifications, Knowledge, Skills, and Work Environment

• The combination of educational and professional experience must exceed 5 years:
• In a leadership role: Requires 1-2 years of experience leading a team of professionals, executing Human Resources strategy, and maintaining strong team member relationships
• In a technical role: Requires 5 years of Human Resources experience:
• A bachelor’s degree in a program related to the functional area can count for two of the five-year requirement
• In the industry: 1-2 years of Hospitality, Food, Beverage, and/or Retail experience preferred
• Specialized Training:
• SHRM-SCP or HRCI-SPHR certification strongly preferred
• Experience in various areas of Human Resources, including recruiting, employee relations, labor relations, training and development, benefits, and compensation
• Training that leads to an in-depth understanding of HR policies and practices
• Training that leads to in-depth knowledge of relevant state and federal employment regulations and statutes
• Has the ability to read and comprehend correspondence, policies, and legal documents and translate concisely so team members can easily understand
• Ability to build collaborative partnerships and work cross-functionally
• Proficient in Microsoft Office; has expertise in preparing documents, spreadsheets, and presentations
• Proficiency with HRIS and business software/systems; has the ability quickly learn new systems
• Requires flexibility and adaptability to manage multiple projects and manage local and/or remote direct reports, while maintaining focus on critical HR processes
• Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals.
• Business acumen and mindset required to understand the long-term implications of HR decisions and to advance organizational goals
• Location/Travel:
• Requires on-site attendance to assigned location(s) five days per week
• May require up to 50% travel

Disclaimer

All job requirements are subject to change to reflect the evolving position requirements or to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a threat or risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to which will be required in this position. Employees will be required to follow other job-related duties as requested by their supervisor/manager (within guidelines and compliance with Federal and State Laws). Continued employment remains on an "at-will" basis.

Dufry, Hudson, and HMSHost are equal opportunity employers and do not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.