Senior Human Resource Generalist

The Senior Human Resource Generalist will be responsible for managing and executing various HR functions within the organization. This role involves providing strategic support and guidance on employee relations, training and development, performance management, and policy compliance with the CDC Foundation. The Senior Human Resource Generalist will work closely with leadership to foster a positive work environment, enhance employee engagement, and ensure adherence to employment laws and organizational policies. The Senior Human Resource Generalist will play a critical role in shaping the organizational culture and driving Human Resource initiatives that support the CDC Foundation’s mission and values. The ideal candidate will be proactive, strategic, and able to thrive in a dynamic, people-focused environment.

Key Responsibilities:

1. Employee Relations & Engagement:

• Serve as the primary point of contact for employee relations matters, including conducting investigations, assessing risk, and advising on appropriate resolution strategies.
• Partner with leadership to address complex employee concerns, ensuring consistent, compliant, and well-documented outcomes.
• Evaluate incoming issues to determine level of risk, urgency, and required escalation
• Provide coaching to managers on handling employee concerns, performance issues, and workplace conflict.
• Maintain appropriate documentation and ensure alignment with legal and organizational standards.

2. HR Intake and Workflow Triage:

• Review and assess incoming HR requests to determine appropriate routing, level of support required,and prioritization.
• Distinguish between routine inquiries and more complex issues requiring deeper HR support.
• Support development of more consistent intake and workflow processes to improve response and reduce duplication of effort.

3. Performance Management:

• Support managers in implementing performance management systems, including setting performance goals, conducting evaluations, and addressing performance issues.
• Identify gaps in performance management practices and support more consistent application across teams.
• Assis tin the development and implementation of employee development programs and career progression plans.
• Coach leaders on managing performance, feedback, and development plans.

4. Compensation & Benefits:

• Conduct market research to ensure competitive salary structures and benefit offerings.
• Support leadership with the annual compensation review process and ensure compliance with relevant labor laws.

5. HR Policy & Compliance:

• Ensure compliance-related activities are tracked, documented, and audit-ready.
• Ensure the company adheres to labor laws and employment regulations.
• Develop, review, and implement HR policies and procedures in alignment with legal requirements.
• Escalate risks or gaps as identified.
• Provide guidance to management on disciplinary actions, legal issues, and company policies.

6. Training & Development:

• Identify training needs across the organization and facilitate internal and external training programs.
• Promote and coordinate leadership development initiatives to enhance management capabilities.
• Develop strategies for improving organizational performance through learning and growth.
• Lead and support change management initiatives, partnering with leadership to drive adoption and reinforce consistent practices across the organization.

7. HR Reporting & Metrics:

• Analyze HR data and produce reports on key metrics such as turnover, absenteeism, and employee satisfaction.
• Use data to identify trends and make recommendations for improving HR processes and programs.
• Maintain accurate and up-to-date employee records and documentation.

8. General HR Support:

• Act as a senior point of contact for employee and manager inquiries, providing guidance and determining appropriate resolution paths.
• Provide guidance, mentorship, and support to less experienced HR team members to build capability and ensure consistency in HR practices.
• Coordinate and facilitate onboarding and offboarding processes.
• Manage employee wellness and recognition programs.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 5-7 years of experience in a Human Resources role, with at least 3 years in a         generalist capacity.
• Preferred HR certification such as PHR or SHRM-CP, with SPHR or SHRM-SCP as a strong plus, or ability to obtain within 12 months.
• Demonstrated experience independently handling employee relations matters, including investigations, risk assessment, and manager coaching.
• Strong knowledge of employment laws and regulations.
• Proven experience working on workforce planning, particularly in supporting large-scale or rapid    response initiatives.
• Excellent communication, interpersonal, and conflict resolution skills.
• Ability to handle sensitive and confidential information with discretion.
• Proficiency in multiple HRIS systems.
• Strong organizational and multitasking skills with attention to detail.
• Ability to work independently and as part of a team.
• Ability to assess and prioritize competing demands in a fast-paced environment. 

 Preferred Skills:

• Experience in the nonprofit, healthcare, or public health sector.
• Strong problem-solving and conflict resolution skills.
• Demonstrated ability to contribute to HR transformations and change management processes.

Position Highlights:

• Salary Range: $92,000 to $102,000 plus benefits 
• This is a hybrid position, based in our Atlanta office.
• This position will repors to the Senior Director of HR and People Operations

Special Notes:

This role is involved in a dynamic public health program. As such, roles and responsibilities are subject to change as situations evolve. Roles and responsibilities listed above may be expanded upon or updated to match priorities and needs once written approval is received by the CDC Foundation.

All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of race, color, religion, sex, national origin, age, mental or physical disabilities, veteran status, and all other characteristics protected by law.
 
We comply with all applicable laws, including E.O. 11246 and the Vietnam Era Readjustment Assistance Act of 1974, governing employment practices and do not discriminate on the basis of any unlawful criteria in accordance with 41 C.F.R. §§ 60-300.5(a)(12) and 60-741.5(a)(7). As a federal government contractor, we take affirmative action on behalf of protected veterans.
 
The CDC Foundation is a smoke-free environment.

Relocation expenses are not included.

About the CDC Foundation

The CDC Foundation helps the Centers for Disease Control and Prevention (CDC) save and improve lives by unleashing the power of collaboration between CDC, philanthropies, corporations, organizations, and individuals to protect the health, safety, and security of America and the world. The CDC Foundation is the go-to nonprofit authorized by Congress to mobilize philanthropic partners and private-sector resources to support the CDC’s critical health protection mission. Since 1995, the CDC Foundation has raised over $1 billion and launched more than 1,000 programs impacting a variety of health threats from chronic disease conditions including cardiovascular disease and cancer, to infectious diseases like rotavirus and HIV, to emergency responses, including COVID-19 and Ebola. The CDC Foundation managed hundreds of CDC-led programs in the United States and in more than 140 countries last year. Learn more at www.cdcfoundation.org.