Human Resources Generalist – Employee Experience & Talent Development (HYBRID)
Salary: $85,000 - $90,000
Primary Purpose
Serves as a people-focused HR partner supporting employee relations, manager development, performance management, recruitment, onboarding, training, and employee engagement. This role strengthens the employee experience, while equipping supervisors with the tools and guidance needed to effectively lead their teams.
Primary Responsibilities
Employee Relations & Manager Support
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Serve as a primary HR resource for employees and supervisors regarding workplace concerns, performance, communication, conflict, attendance, and HR policies.
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Coach supervisors on employee relations, documentation, performance management, progressive discipline, conflict resolution, and effective communication.
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Support workplace investigations, corrective actions, Performance Improvement Plans (PIPs), and conflict resolution.
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Guide employees to appropriate HR resources for benefits, leave, accommodations, payroll, safety, compliance, and other specialized matters.
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Identify recurring workplace concerns and recommend training or other interventions.
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Escalate significant employee relations, misconduct, harassment, discrimination, retaliation, or legal-risk matters to the CFOO.
Manager Development & Training
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Develop and facilitate supervisor training on performance management, coaching, documentation, employee engagement, interviewing, workplace communication, conflict resolution, leave and accommodations, and HR policies.
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Create manager toolkits, templates, and practical resources.
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Coordinate new supervisor onboarding and ongoing leadership development.
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Coach supervisors on recognizing accommodation and leave-related matters, implementing approved accommodations, maintaining confidentiality, and knowing when to engage HR.
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Partner with department leaders to identify and address manager development needs.
Employee Engagement
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Coordinate employee recognition, appreciation, wellness, and retention initiatives.
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Administer engagement and pulse surveys and support action planning.
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Coordinate employee listening sessions, focus groups, and other feedback opportunities.
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Partner with the Executive Assistant on organization-wide staff meetings, communications, recognition, and engagement initiatives.
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Analyze employee feedback, exit interviews, surveys, and employee relations trends to identify opportunities for workplace improvement.
Performance Management
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Coordinate annual and introductory-period performance evaluations and track completion and follow-up.
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Coach managers on performance expectations, feedback, employee goals, development plans, and performance concerns.
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Support PIPs and corrective actions and review performance documentation for clarity and consistency.
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Identify performance trends and recommend manager training, tools, or interventions.
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Escalate complex or significant performance matters to the CFOO.
Recruitment & Talent Support
Recruitment responsibilities are shared across the HR Generalist team based on organizational needs, workload, and HR priorities.
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Manage assigned recruitment activities in partnership with hiring managers.
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Develop job postings, sourcing strategies, screening criteria, and structured interview processes.
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Screen candidates, coordinate interviews, and coach managers on effective and equitable selection practices.
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Build pipelines for recurring and difficult-to-fill positions.
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Coordinate with the HR Generalist team on background screenings, pre-employment requirements, offers, and HRIS processing.
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Escalate unusually high recruitment volume or difficult-to-fill vacancies to the CFOO as needed.
Onboarding & Offboarding
Onboarding responsibilities are shared across the HR Generalist team.
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Coordinate new hire onboarding and orientation to provide a welcoming, consistent, and compliant employee experience.
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Partner with supervisors, IT, and HR to coordinate documentation, system access, equipment, schedules, and introductory-period expectations.
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Conduct new hire check-ins and support supervisors throughout the introductory period.
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Coordinate employee separations, exit interviews, documentation, communications, and transition activities.
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Partner with HR to complete benefits, payroll, HRIS, system access, property return, and other separation requirements.
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Track onboarding, turnover, and exit feedback to identify opportunities to improve retention and the employee experience.
Intern Management
Intern management is shared across the HR Generalist team based on departmental needs and workload.
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Coordinate intern recruitment, selection, onboarding, and orientation.
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Support managers supervising interns.
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Conduct intern check-ins and gather feedback to improve the internship experience.
Training Coordination
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Partner with the Training & Compliance Manager to coordinate required, compliance, and organization-wide training.
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Support the annual training calendar and communicate requirements, schedules, and deadlines.
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Identify training needs through employee relations, performance, onboarding, and employee feedback trends.
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Partner with supervisors and internal subject matter experts to coordinate employee development opportunities.
Qualifications
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Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred; equivalent combination of education and relevant experience may be considered.
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Minimum of 3–5 years of progressive Human Resources experience, preferably in a generalist, employee relations, or employee experience capacity.
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Demonstrated experience supporting and coaching supervisors on employee relations, performance management, corrective action, and workplace concerns.
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Experience developing or facilitating manager and employee training, workshops, or professional development activities.
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Working knowledge of federal, District of Columbia, and Maryland employment laws and HR best practices.
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Experience supporting recruitment, onboarding, performance evaluations, employee engagement, and offboarding processes.
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Experience assisting with workplace investigations, performance improvement plans, and other employee relations matters.
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Ability to analyze employee feedback, turnover, engagement, and other workforce information to identify trends and opportunities for improvement.
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Experience working with HRIS and applicant tracking systems; ADP Workforce Now experience preferred.
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Proficiency with Microsoft Office, including Outlook, Word, Excel, PowerPoint, and Teams.
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Experience in a nonprofit, behavioral health, healthcare, or human services environment preferred.
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SHRM-CP or PHR certification preferred, but not required.
Benefits
Pathways to Housing DC offers a comprehensive benefits package, including:
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15 days of paid vacation to start
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11 paid holidays
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10 paid Sick/Wellness days
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Health insurance for individuals, partners, and families
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Employer-sponsored Health Savings Account (HSA)
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Dental and Vision Insurance
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Employer-paid Long-Term Disability (LTD) Insurance
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Employer-paid Life Insurance
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403(b) Retirement Plan with Employer Match
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Employer-paid Employee Assistance Program (EAP)
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Optional employee-paid benefits including Legal Coverage, Short-Term Disability, and Pre-Tax Commuter Benefits
