Human Resources Generalist

Human Resources Generalist

Location: Hicksville, NY (On-site) 
Reports to: Director, Human Resources, Corporate 
Salary Range: $80,000–$95,000 annually, depending on qualifications and experience

Position Summary

Nassau Candy is seeking a capable, organized Human Resources Generalist to support employees, managers, and the Director of Human Resources, Corporate. This role supports key HR functions, including performance management, employee relations, performance reviews, training and development, HR documentation, and day-to-day HR operations.

The ideal candidate exercises sound judgment, takes initiative, and follows through on commitments. They can resolve everyday HR questions, recognize when a matter requires additional guidance, and connect employees with the appropriate resource. They also use ADP, Excel, and practical tracking tools to keep work organized, identify recurring issues, and recommend improvements.

Key Responsibilities

Performance Management and Employee Development

• Support career development initiatives by gathering performance history, maintaining development plans, and tracking agreed-upon actions and deadlines.
• Partner with leadership and HR Director to have performance and development discussions and prepare supporting materials.
• Assist with coaching documentation, performance improvement plans, and disciplinary letters under the HR Director’s guidance.
• Assist with workforce planning, organizational development, employee engagement, and retention initiatives.

Performance Review & Compensation Administration

• Ensure approved performance reviews, compensation changes, and effective dates are accurately documented. Proactively following up with managers and HR team members regarding outstanding reviews, approvals, and required documentation. 
• Review and propose salary increases in relation to performance, salary range, internal equity, prior increases, and other relevant compensation information.
• Coordinate approved salary changes with Payroll and confirm all required information is submitted accurately and timely.
• Develop reporting that provides HR leadership with visibility into outstanding reviews, proposed increases, completed reviews, and compensation trends.

Employee Relations and Support

• Serve as an accessible point of contact for employee questions, workplace concerns, and guidance on company policies and procedures. Direct employees to the appropriate HR, Payroll, Benefits, or management resource and follow up to ensure their questions are addressed.
• Address routine employee relations matters within established policies, including attendance, communication, and everyday workplace concerns. Gathering relevant information, document concerns objectively, and coordinate appropriate next steps.
• Promptly escalate complex or sensitive matters, including allegations of harassment, discrimination, retaliation, or serious misconduct, to the HR Director or CHRO.
• Handle confidential information with discretion and share it only with those who need it to perform their responsibilities.

Onboarding, Offboarding, and HR Projects

• Support onboarding and offboarding, including paperwork, orientation coordination, 30/60/90 day check ins, required notifications, and follow-up.
• Work with Recruiting, Payroll, Benefits, IT, and managers to complete assigned activities for employees to be set up in ADP system.
• Maintain and build relationships with new hires and establish relationship as HR point of contact.
• Assign and track training courses and handbook acknowledgements through established systems and coordinate training sessions.
• Track training deadlines, completion records, and outstanding requirements; follow up with employees and managers. Providing training completion summaries for HR leadership.

HR Projects & Process Management

• Identify process gaps and recommend practical solutions that improve consistency, efficiency, compliance, and the employee experience.
• Coordinate HR projects by maintaining task lists, owners, deadlines, and progress updates.
• Help document procedures and improve consistency across HR processes.
• Keep the HR Director informed of progress, obstacles, and items requiring a decision.
• Support additional HR priorities as assigned.

Qualifications

• 3–5 years of progressive HR experience, including employee support, employee relations, performance management, and HR administration.
• Experience coordinating performance reviews, training, employee documentation, and HR projects.
• Working knowledge of employment practices and the judgment to recognize matters requiring escalation.
• Hands-on experience using an HR information system; ADP Workforce Now strongly preferred.
• Proficiency in Microsoft Word, Excel, Outlook, and Teams. Strong Excel skills, including sorting, filtering, formulas, and maintaining accurate trackers; pivot table experience preferred.
• Ability to prepare clear reports, verify data accuracy, and recognize recurring issues.
• Strong organizational, written, and verbal communication skills, with excellent attention to detail and the ability to communicate effectively with managers and senior leadership.
• Ability to manage competing priorities, work independently, follow through on commitments, and professionally follow up with managers.
• Experience developing or maintaining salary ranges and conducting compensation analysis strongly preferred.
• Sound judgment, discretion, and a practical approach to solving problems.
• Bachelor’s degree in Human Resources, Business, or a related field, or equivalent relevant experience.
• SHRM-CP or PHR certification desired but not required