Opportunity
The HR Generalist position is responsible for aligning business objectives with people strategies in designated business units. It supports and guides business leaders in the activity of linking HR to the success and strength of the organization. Through a strong knowledge of all HR functions including organization development, recruitment, performance management and employee relations, an HRG provides ongoing consultative advice and coaching to leadership related to all HR related aspects of the employee life cycle.
Specific Responsibilities
Participate as a member of business unit’s operational meetings to gain insights into Hospitality businesses and strategic plans to better develop HR strategies and actions to support the business goals.Establish a strong presence in designated business units to provide day-to-day support and serve as a liaison to Enterprise functions and COEs. In partnership with HR partners and COEs, develop and execute talent management strategies, including recruitment, onboarding, performance management, and employee development.Efficiently maneuver through various HR problems and establish credibility as a subject matter expert in the following: HR processes, procedures, and employment law. Frequently act in the role of mentor for the operations leadership teams.Navigate complex employee relations issues for business units and partner with leaders to execute root cause analyses to address and mitigate future concerns. Counsel leadership on individual HR issues, performance problems, terminations, promotions, position creation, job content, job description development and ACTs.Play an active role in the succession planning process by partnering with leadership in identifying strengths, weaknesses, talent levels, skill gaps and development needs for associates at every level. Facilitate talent card conversations, calibration meetings and serve as a development resource for all associates. Drive performance management initiatives for leadership and champion the consistent utilization of performance management tools such as MaxP2, Development Plans,  LinkedIn Learning, Kohler Talent Academy, and assessments to continually develop all levels of associates. Drive the use of HR Dashboard metrics within the organization to better understand and proactively handle issues such as turnover, recruitment costs, and diversity.Establish key tracking with metrics and historical data to monitor the merits of talent management initiatives over time.All other duties as assigned by the Human Resources Manager, Hospitality or Dir-HR, Hospitality.