Job Summary:

The HR Generalist  will support the Commercial & Industrial (C&I) business unit by partnering with leaders to attract, develop and retain talent while supporting broader business objectives. This role will play a key part in driving talent acquisition (TA) initiatives, including interviewing entry-level candidates, developing career pathing frameworks, supporting new-hire onboarding and identifying opportunities to improve the employee experience.

The position will also serve as a trusted HR resource to employees and managers, providing guidance on employee relations, performance management, organizational effectiveness and other day-to-day HR matters. Working closely with HR leadership and the broader HR team, this individual will help implement people initiatives, identify workforce trends and support the continued growth and success of the C&I business.

 

Primary Responsibilities:

 

Talent Acquisition & Workforce Planning

• Support TA initiatives for C&I, collaborating with leaders and the TA team to identify and address hiring needs.
• Collaborate with C&I on recruiting efforts for entry-level positions, including interviewing candidates, assessing qualifications and providing hiring recommendations.
• Support early-career recruiting initiatives, including internship programs, campus recruiting and building talent pipelines.

Talent Development & Career Pathing

• Participate in the development and ongoing enhancement of career pathing frameworks across C&I, partnering with business leaders to establish job levels, core competencies and expectations for career progression.
• Partner with managers to identify employee development opportunities and establish clear career growth paths.
• Coach managers on effectively managing employee performance, recognizing achievements and addressing development needs.
• Support talent reviews, succession planning and initiatives designed to develop and retain high-potential employees.
• Coordinate and support training and leadership development initiatives.

Employee Engagement & Onboarding

• Conduct HR meet-and-greets with new hires to build relationships, introduce HR resources and support their transition into the organization.
• Partner with managers to enhance the onboarding experience and ensure new employees feel supported and connected.
• Conduct exit interviews, identify turnover trends and share actionable insights with HR and business leadership.
• Partner with leaders to develop and implement employee engagement and retention initiatives.
• Gather employee feedback and identify opportunities to improve the employee experience throughout the employee lifecycle.

Business Partnership & Organizational Effectiveness

• Build strong relationships with employees and leaders, developing an understanding of C&I’s business priorities, organizational needs and challenges.
• Provide guidance and coaching to managers on leadership effectiveness, employee engagement, team development and other people-related matters.
• Support organizational planning, including team structure, workforce needs, promotions and compensation recommendations.
• Partner with HR leadership on organizational changes, change management initiatives and other business priorities.
• Identify people-related trends and opportunities to improve organizational effectiveness.
• Collaborate with the broader HR team to implement programs and initiatives aligned with business objectives.

Employee Relations & HR Support

• Serve as a primary HR resource for employees and managers, providing guidance on employee relations matters, workplace concerns and company policies.

• Independently manage employee relations issues, including performance concerns, attendance, conduct, employee conflicts and policy violations.

• Conduct workplace investigations as needed, including interviews, documentation and recommendations for resolution.

• Coach managers through corrective action, performance improvement plans and employee separations, partnering with HR leadership and legal on complex or higher-risk situations.

• Promote consistent and fair application of HR policies while balancing employee needs, business priorities and organizational risk.

• Provide general HR support throughout the employee lifecycle, including transfers, leaves, accommodations and offboarding.

HR Initiatives, Compliance & Continuous Improvement

• Partner with the HR team to implement HR programs, policies and initiatives aligned with organizational priorities.
• Support employees and managers, partnering with HR leadership, Compliance and Legal on employment matters as needed.
• Identify opportunities to improve HR processes, manager resources and the employee experience.
• Support HR projects as needed.
• Leverage workforce data and employee feedback to identify trends, measure the effectiveness of HR initiatives and recommend improvements.

 

Required Skills:

 

• Broad understanding of HR practices, including talent acquisition, performance management, employee relations, talent development and employee engagement.
• Strong interviewing and candidate assessment skills, with the ability to identify talent aligned with business needs.
• Ability to build trusted relationships with employees and leaders at various levels of the organization.
• Strong coaching and communication skills, with the ability to translate HR practices into practical guidance for managers.
• Experience managing employee relations matters and sensitive employee situations.
• Ability to balance employee needs, business priorities and organizational policies.
• Strong problem-solving skills and a proactive approach to identifying and implementing solutions.
• Ability to work independently while collaborating effectively with HR leadership and other HR functions.
• Strong organizational skills and the ability to manage multiple priorities in a fast-paced environment.
• Ability to navigate employment practices across different jurisdictions and partner with HR leadership and Legal on country-specific requirements.

Minimum Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration or a related field preferred.

• 2 to 4 years of progressive HR experience, preferably in an HR Generalist capacity.

• Experience managing employee relations matters, including performance management, corrective action and workplace investigations.

• Experience supporting recruiting initiatives and interviewing candidates.

• Experience developing or supporting talent management, employee development or career pathing initiatives preferred.

• Experience supporting employees in Canada and offshore teams preferred but not required.

Work Authorization: Applicants must be authorized to work in the US on a full-time basis. Unfortunately, a current or future need for sponsorship is not supported or available for this position.

Salary Range:

$67,150.00 - $107,440.00

*This range reflects base pay only. Incentive earnings, like commissions or bonuses, are not included.

This role is also eligible for an annual incentive plan based on company performance. 

How We Support Your Wellbeing:

Our employees are our most valuable asset. That’s why at IGS, we are committed to offering a holistic benefit program that allows employees to stay healthy, feel secure, and maintain flexibility in their wellbeing journey.

• Healthcare Essentials: Comprehensive coverage including medical (plus free telehealth), dental, vision, and employer health savings account contributions.

• Mental Wellbeing: Robust support through Headspace and free mental healthcare visits for you and your dependents.

• Family Planning Support: Extensive assistance with Maven, paid family and caregiver leave, and fertility, adoption, and surrogacy services.

• Financial Readiness: Strong financial foundation with a 401(k) plan, company match, and access to financial wellbeing tools.

• Work-Life Balance: Paid time off, tuition reimbursement, paid leaves, employee hardship fund, and a wide range of additional perks.

Equal Opportunity Employment:

It is the policy of IGS Energy to ensure equal employment opportunity in accordance with all applicable federal and state regulations and guidelines. Employment discrimination against employees and applicants due to race, color, religion, sex (including sexual harassment), national origin, disability, age, sexual orientation, gender identity, military status, and veteran status or other legally protected class under applicable law is prohibited. If you require a reasonable accommodation to complete any part of the application or interview process, please contact HRLOA@igs.com.