POSITION TITLE: HR Field Services Generalist
REPORTS TO: HR Field Services Manager
The HR Field Services Generalist partners with field leaders to support a wide variety of HR needs. As a well-rounded and knowledgeable subject matter expert, the HR Generalist acts as a single point of contact in the field for people related issues. HR Generalists build trusting relationships and partners with leadership to resolve business needs timely, accurately and through our UPLIFT values.
In addition to acting as a well-versed HR professional for our field partners, HR Generalists will support a broad spectrum of department initiatives such as: performance management, policy and process implementation/revision, succession planning, employee engagement, and talent management.
A successful HR Generalist has a strong foundation of HR knowledge, is passionate about understanding the business beyond the HR function and can successfully build UPLIFTing relationships in a multi-unit environment. This role acts as a partner to field leaders to support operational and business outcomes by leveraging our UPLIFT values and HR expertise to grow the business.
The deliverables for this position include, but are not limited to, the following:
- Elevate VASA leadership through partnering on HR related matters such as hiring/onboarding, separations, employee development, meaningful conversations, and performance management
- Coach field leaders to better understand and execute a variety of HR needs such as: corrective action, workers compensation, HRIS/HR processes, hiring, onboarding, etc.
- Provide support to field leaders to ensure appropriate handling of ADA and FMLA
- Conduct timely and objective employee relations investigations and partners with field leaders to provide recommendations, coaching, and re-training where applicable.
- Monitor employee engagement through regular interactions with field team members, identifies trends, and provides valuable feedback to leadership.
- Partner with leadership to drive department initiatives such as, succession planning, performance management and leadership/career development
- Successfully develop and maintain trusting relationships with leaders in a multi-unit area.
The qualifications for this position include, but are not limited to, the following:
- 2-4 years of experience in field facing HR role required. HR Generalist, HR Business Partner role preferred
- Bachelor’s degree or applicable work experience required
- Ability to travel in and out of state, to visit assigned region frequently required
- Remote and/or multi-unit support experience preferred
- Strong proficiency in MS office software including TEAMs, Excel, PowerPoint, Outlook, and Word
- Experience with employment law including FMLA, FLSA, ADAAA, and applicable state specific laws
- Experience partnering with Director level partners preferred
- Employee first mindset
- Operates with autonomy and discretion
- Ability to maintain confidentiality and build trusting relationships
- Ability to work in a complex and rapidly changing work environment
PHYSICAL ACTIVITIES AND REQUIREMENTS
- Finger Dexterity: Using primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together.
- Talking: Especially where one must frequently convey detailed or important instructions or ideas accurately, loudly, or quickly.
- Average Hearing: Able to hear average or normal conversations and receive ordinary information.
- Average Visual Abilities: Average, ordinary visual acuity necessary to prepare or inspect documents, products, or machinery.
- Physical Strength: Sedentary work; sitting most of the time with occasional walking. May stand, sits, lifts and bends intermittently throughout the day. Temperature variations can occur.
- Attendance is an essential duty of the position. This role necessitates variable work hours. Employees may work extended periods of time during new club openings and will be provided time off to recover.
- Reasoning Ability: Ability to deal with a variety of variables under only limited standardization. Able to interpret various instructions.
- Mathematics Ability: Ability to perform basic math skills, use decimals to compute ratios and percentages, and to draw and interpret graphs.
- Language Ability: Ability to read a variety of books, magazines, instruction manuals, atlases, and encyclopedias. Ability to prepare memos, reports, and essays using proper punctuation, spelling, and grammar. Ability to communicate distinctly with appropriate pauses and emphasis; correct pronunciation (or sign equivalent); and variation in word order using present, perfect, and future tenses.
Primary work in a fitness facility and office setting. Temperature variations can occur. The environment includes some ambient noise such as talking and use of gym equipment and machinery.
INTENT AND FUNCTION OF JOB DESCRIPTIONS
Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well-constructed job descriptions are an integral part of any effective compensation system.
All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.
In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.
Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.