Human Resources Generalist

For over 35 years, Youth Villages has transformed the lives of children and families nationwide through innovative, research-based programs focused on preserving and restoring families.

As a national leader in children’s mental and behavioral health, we serve more than 47,000 youth, young people, and their families annually across 29 states and Washington, D.C. Our proven treatment models drive long-term success in child welfare, juvenile justice, and mental health systems. At Youth Villages, we do what works — partnering with others to expand our impact and advocate for meaningful, lasting change.

We're seeking purpose-driven individuals who are passionate about making a difference. With a dedicated team of more than 5,000 staff, Youth Villages is committed to investing in and supporting our employees by offering opportunities to build a fulfilling career through professional growth, personal development, and a mission that matters— helping children and families live successfully.

For more information, please visit www.youthvillages.org

Position Summary

The HR Generalist - Employee Relations will facilitate and manage employee relations on behalf of the company. This position will act as a key liaison for employees and managers regarding grievances, complaints, investigations and appeals. This position will provide a broad-range of human resources expertise to management at all levels including employee relations, law and policy compliance, internal business strategies, and training. A key candidate must be willing to help with other HR functions when needed. The qualified candidate must have the ability to work in a diverse environment and maintain strict confidentiality of our employees. Other essential duties may be assigned.

Essential Duties and Responsibilities include the following.  Other duties may be assigned:

• Coordinate investigations related to employee relations matters (i.e. harassment investigations, integrity reports, discriminations complaints).

• Act as point of contact for appeals of disciplinary action, including terminations.

• Oversee unemployment claims and attend unemployment hearings as needed.

• Direct contact for assigned locations for employee discipline support for supervisors during corrective action.

• Responsible for consulting management staff on appropriate applications of employment law while also aligning with the organization’s policies, procedures, and past practice in their daily decision making duties.

• Apply applicable knowledge of all relevant state and federal laws to maintain compliance.

• Facilitate supervisory level trainings (may require traveling to other locations at some point in the future).

• Coordinate the collection and distribution of exit interview information for key leaders.

• Maintain up-to-date records regarding employee relations matters in all HR technology platforms.

• Participate in New Employee Orientation presentation, and in supportive training activities at the direction of the HR Manager.

• Responsible for the participation/handling of special HR projects or duties as requested by the HR Manager.

Position Specific Competencies

Accountability  Accepting responsibility that results in anticipation/prevention of problem areas from actions, and problem solving inside and outside the department/organization.

Attention to Detail Taking responsibility for a thorough and detailed method of working.

Communication Communicates effectively and appropriately. Uses good judgment as to what to communicate to whom as well as the best way to get that accomplished. Speaks in a clear and credible manner, selecting the right tone for the situation and audience. Listens to others and allows them to make their point. Is able to write clearly and succinctly in a variety of communication settings and styles using proper grammar and structure; can get messages across that instigate appropriate actions.

Conceptual Thinking Understanding a given situation or problem by combining information that is readily available; identifying patterns or connections between situations that are not obviously related; identifying key or underlying issues in complex situations.

Initiative Spotting opportunities within a circle of influence; anticipating threats and acting on them; self-starting rather than waiting passively until the situation demands action.

Integrity Upholding generally accepted social and ethical standards in job-related activities and behaviors.

Organizational Awareness   Having and using knowledge of systems, situations, procedures, and culture inside the organization to identify potential problems and opportunities; perceiving the impact and the implications of decisions on other components of the organization. Understands the internal climate of the organization, including the most productive channels of communication, and makes use of the appropriate communication channels to achieve goals and objectives. Has learned about both formal and informal communication channels and understands when to stick to the formal hierarchy of reporting relationships. Understands unwritten protocols and the political aspects of how communication takes place. Avoids errors in judgment when selecting strategies for accomplishing tasks.

Relationship Building  Builds rapport and develops alliances with a broad range of people. Adjusts communication style to meet the needs of individuals at various organizational levels and to meet the needs of clients. Forms alliances by demonstrating concern and respect for others, as well as by highlighting common interests and aspirations. Leave others feeling that he/she will be a trusted ally and is careful to act in ways that reinforce that trust over time.  If conflicts arise takes actions that resolve conflicts in a manner that is best for both the organization and the individuals involved. Addresses complaints and problems quickly and effectively, keeps all parties informed of the status of any negotiations required, encourages employees to report problems or concerns and negotiates outcomes that are viewed as fair and even-handed.

Stress Tolerance Performing well when faced with pressure due to time frame, workload, adversity, disappointment, or opposition.

Teamwork Working as a productive member of a cohesive group toward a common goal, and contributing to team development and effective team dynamics.

Technical Expertise and Usage Acquiring and applying technical and functional knowledge in one's own technological area of specialty.

Education and Experience

Bachelor's degree in Human Resources preferred.

Certification & License Requirements: SHRM-CP or PHR preferred.

Experience Requirements

At least 3 years of experience in Human Resources/Employee Relations.

Physical Demands

Frequently remains in stationary position for periods of time.

Regularly needs to move throughout office to access file cabinets and office machinery.

Constantly operates a computer and other office machinery such as calculator, copy machines, and printer.

Constantly must be able to communicate, detect, converse with, discern, and exchange information.

Youth Villages Benefits

• Medical, Dental, Prescription Drug Coverage and Vision

• 401(k)

• Time off:

• • 2 week paid vacation (full-time) / 1 week paid vacation (part-time)

  • 12 paid sick days per year

  • 11 paid holidays

• Paid Parental Leave

• Mileage & Cell Phone Reimbursement (when applicable)

• Tuition reimbursement and licensure supervision

• Growth & development through continuous training

• Clinical and administrative advancement opportunities

*Benefits are excluded for variable status employees.

Youth Villages is an equal opportunity employer and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

Youth Villages is committed to not only advancing diversity, equity, and inclusion in the workplace but also in our work with children and young adults. We know that children, families and young people of color can face inequity in child welfare and justice systems, and we train our employees to build the skills they need to work with the communities that we serve, as well as, other employees from different cultures and backgrounds. Youth Villages is opposed to racism in any of its forms and is committed to inclusion, equity, and diversity. We believe that respect for each other is crucial in the work that we do each day.