Sr. Human Resources Generalist

Techtronic Industries - TTI; Anderson (SC); On-site; USD 70,000 - 95,000; Full time

Job summary

TTI Consumer Power Tools, Inc. in Anderson, SC seeks a Senior HR Generalist to partner with leaders and employees, guiding employee relations, performance management, talent development, workforce planning, and HR compliance.

The role operates with a high level of autonomy, collaborating with HR Business Partners, Recruiting, HR Operations, Payroll, and Org Effectiveness to execute programs, ensure policy consistency, and foster a positive employee experience in a fast-paced environment.

Qualifications

• Bachelor's degree in HR, Business, or related field.
• 5+ years of progressive HR experience.
• Strong knowledge of federal, state, and local employment laws and HR compliance.

Responsibilities

• Provide guidance on employee relations, performance management, and HR compliance.
• Drive talent development, succession planning, and organizational effectiveness initiatives.
• Partner with HR Business Partners on organizational changes, staffing plans, and workforce initiatives.
• Analyze workforce data, prepare reports and dashboards for leadership.

Skills

Employee relations

Performance management

Talent development

Workforce planning

HR analytics

Policy interpretation

Education

Bachelor's degree in HR or related field

Tools

Workday

UKG Dimensions

HRIS systems

Job description

Senior HR Generalist

Job Description:

Senior HR Generalist

TTI Consumer Power Tools, Inc. is seeking a Senior HR Generalist in Anderson, SC. The Senior HR Generalist serves as a trusted HR partner to leaders and employees, providing guidance and execution across employee relations, performance management, talent development, workforce planning, employee engagement, organizational effectiveness, and HR compliance. This role operates with a high level of autonomy and is responsible for managing a broad range of human resources activities while partnering closely with HR Business Partners, Recruiting, HR Operations, Payroll, Org Effectiveness, and business leaders. The Senior HR Generalist serves as a key resource for managers and employees, ensuring HR programs, policies, and processes are executed consistently while supporting a positive employee experience and business outcomes. The ideal candidate demonstrates strong business acumen, sound judgment, employee relations expertise, data-driven decision making, and a passion for building high-performing teams in a fast-paced environment.

Primary Responsibilities

Business Partnership and Leader Support

• Partner with leaders to provide guidance on employee relations, performance management, talent development, organizational effectiveness, workforce planning, and employee engagement.
• Build effective relationships with managers and employees to understand business needs and proactively recommend HR solutions.
• Coach leaders on employee performance, accountability, conflict resolution, communication, and team effectiveness.
• Support implementation of strategic workforce initiatives aligned with business objectives.
• Partner with HR Business Partners on organizational changes, restructures, staffing plans, and talent initiatives.

Employee Relations and Performance Management

• Manage employee relations matters including investigations, policy interpretation, workplace concerns, corrective actions, and conflict resolution.
• Conduct fact-finding investigations and recommend appropriate courses of action consistent with company policy and employment practices.
• Advise leaders on performance management processes, documentation standards, coaching plans, and performance improvement strategies.
• Support employee retention efforts through proactive engagement, employee listening, and issue identification.
• Escalate complex or high-risk issues to HR Business Partners and HR leadership as appropriate.

Talent Management and Employee Development

• Support talent review, succession planning, career development, and employee growth initiatives.
• Partner with leaders to identify talent gaps and development opportunities.
• Facilitate employee development discussions and support leadership development programs.
• Assist in implementing organization-wide talent initiatives and workforce planning activities.
• Monitor talent metrics and recommend actions to improve engagement, retention, and internal mobility.

Employee Lifecycle Management

• Manage and support employee lifecycle processes including onboarding, promotions, transfers, organizational changes, compensation recommendations, leaves, accommodations, and offboarding.
• Ensure accurate documentation and compliance throughout employment transactions.
• Partner with Recruiting and hiring managers to support workforce planning and hiring activities.
• Maintain employee records and documentation in accordance with company requirements.

Workforce Data and Analytics

• Analyze workforce trends and HR data related to turnover, engagement, retention, attendance, headcount, and organizational effectiveness.
• Utilize Workday, UKG Dimensions, and reporting tools to identify trends and provide actionable recommendations.
• Prepare reports, dashboards, and presentations for HR and business leadership.
• Support continuous improvement initiatives by identifying process efficiencies and best practices.

Compliance and HR Programs

• Ensure compliance with federal, state, and local employment laws and company policies.
• Support audits, compliance initiatives, and documentation requirements.
• Participate in development and implementation of HR policies, procedures, and programs.
• Promote consistency and fairness in policy application across the organization.

Employee Experience And Culture

• Lead employee engagement, recognition, and culture initiatives.
• Support action planning related to engagement survey results and employee feedback.
• Champion TTI Consumer's culture and values through daily interactions and leadership partnerships.
• Foster a positive employee experience that supports retention, development, and organizational success.

Technical Skills/Experience

• Bachelor's degree in Human Resources, Business Administration, or related field.
• 5+ years of progressive Human Resources experience.
• Demonstrated experience managing employee relations and performance management matters.
• Working knowledge of federal and state employment laws and HR compliance requirements.
• Strong proficiency in Microsoft Excel, PowerPoint, Word, and HRIS systems.
• Experience with Workday, UKG Dimensions, or similar platforms preferred.
• Excellent influencing, problem-solving, and relationship-building skills.
• Strong written and verbal communication skills
• Must have strong organizational and time management skills with the ability to effectively prioritize and execute multiple competing responsibilities
• PHR, SHRM-CP, SPHR, or SHRM-SCP certification preferred.