HR Generalist

Description

ABOUT VITICUS GROUP

At Viticus Group, we are more than just an organization — we are a community of innovators, educators, and professionals dedicated to advancing science, medicine, and education. Based in Las Vegas, we provide hands-on continuing education courses, conferences, and training programs that connect experts from around the world with the latest advancements in research, technology, and practical application.

Our mission is to bridge the gap between cutting-edge science and real-world practice, empowering professionals to take what they learn and apply it in meaningful ways that improve lives, industries, and communities.

Are you someone who loves science, thrives on learning, and gets inspired by innovation? Join us as we teach and share the discoveries that drive progress — because at Viticus Group, education fuels innovation.

JOB SUMMARY

The HR Generalist serves as a member of the People & Organizational Development team, supporting the full employee lifecycle across Viticus Group. This position provides day-to-day human resources support in the areas of employee relations, talent acquisition, onboarding, benefits administration, performance management, compliance, training administration, employee engagement, and HR operations. The HR Generalist partners with employees and leaders to deliver responsive HR support while fostering a positive, compliant, and high-performing workplace culture. This role is responsible for administering HR programs, supporting organizational initiatives, maintaining employee records, managing various HR processes, and ensuring compliance with applicable federal, state, and local employment laws.

Each HR Generalist is assigned a primary work location but is expected to support all Viticus Group locations as business needs require. HR Generalists operate as peer partners and are cross-trained to provide backup coverage, ensure continuity of HR services, and support organizational priorities across departments and geographic locations. The ideal candidate possesses strong employee relations experience, excellent organizational and communication skills, sound judgment, and the ability to manage multiple priorities while maintaining confidentiality and professionalism.

EDUCATION, EXPERIENCE, SKILLS & ABILITIES

Education

• •Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.
• •An equivalent combination of education and experience may be considered.
• •SHRM-CP, SHRM-SCP, PHR, or comparable HR certification preferred.

Experience:

• •Minimum of 8 years of progressive Human Resources experience.
• •Experience supporting employee relations, recruitment, onboarding, benefits administration, and performance management.
• •Experience working with HRIS platforms and applicant tracking systems.
• •Experience supporting compliance initiatives and policy administration.
• •Multi-site or geographically dispersed workforce experience preferred.

Skills & Abilities:

Organizational & Time Management Skills

• •Exceptional organizational skills with the ability to manage multiple tasks simultaneously.
• •Strong time-management abilities, ensuring deadlines are met without compromising quality.
• •Ability to prioritize and manage competing demands effectively in a fast-paced environment.

Employee Relations & Leadership Support

• •Ability to build strong working relationships with employees and leaders at all organizational levels.
• •Strong conflict resolution and problem-solving skills.
• •Ability to handle sensitive employee matters professionally and confidentially.
• •Knowledge of employee investigation processes and corrective action procedures.

Communication & Interpersonal Skills

• •Strong written and verbal communication skills for clear and concise correspondence.
• •Ability to interact effectively with employees at all levels of the organization.
• •Active listening skills to ensure accurate understanding of employee concerns and inquiries.
• •Ability to mediate and resolve conflicts diplomatically.

Confidentiality & Discretion

• •High level of professionalism, maintaining confidentiality of sensitive HR information.
• •Ability to handle private employee data with discretion and integrity.

HR Knowledge & Compliance

• •Working knowledge of federal, state, and local employment laws including FMLA, ADA, EEOC, FLSA, and other applicable regulations.
• •Understanding of HR best practices, policy administration, and risk mitigation principles.
• •Ability to interpret and apply company policies consistently.

Technology & HR Systems Proficiency

• •Proficiency in HR software systems (HRIS, ATS, LMS) and MS Office Suite (Excel, Word, PowerPoint).
• •Comfortable learning and implementing new HR technologies to improve workflows.
• •Ability to analyze HR data and generate workforce reports.

Problem-Solving & Analytical Skills

• •Strong problem-solving skills, with the ability to analyze complex situations and recommend effective
• •solutions.
• •Ability to identify areas of improvement within HR processes and suggest enhancements.
• •Capable of managing sensitive employee situations and providing resolutions that align with company policies.

Adaptability & Multitasking

• •Ability to adapt to changing priorities and work under pressure.
• •Skilled in balancing competing tasks while ensuring accuracy and efficiency.
• •Flexible approach to change, with a willingness to take on new responsibilities as needed.

Teamwork & Collaboration

• •Ability to work effectively in a team setting, collaborating with colleagues across departments.
• •Strong interpersonal skills, fostering positive working relationships with employees and management.
• •Ability to contribute to team goals and provide support to HR colleagues when needed.

Leadership & Initiative

• •Ability to take initiative and make decisions with minimal supervision.
• •Demonstrates leadership qualities, offering guidance to staff when necessary.
• •Ability to promote a positive and inclusive workplace culture.

JOB SPECIFIC DUTIES

Employee Relations & Manager Support

• •Serve as a primary point of contact for employee and manager on HR-related inquiries. /
• •Partner with managers to address employee relations issues, performance concerns, attendance matters, and workplace conflicts.
• •Assist with investigations, documentation, corrective actions, and performance improvement plans. /
• •Provide guidance on company policies, procedures, and employment practices. /
• •Promote a positive, inclusive, and engaging workplace culture.

Talent Acquisition & Onboarding

• •Manage recruitment activities including posting positions, sourcing candidates, screening applicants, coordinating interviews, and facilitating candidate communications.
• •Partner with hiring managers to support effective hiring decisions.
• •Assist with workforce planning and staffing initiatives.
• •Coordinate onboarding activities and ensure completion of all required employment documentation.
• •Monitor background checks, reference checks, and pre-employment requirements.

Performance Management & Employee Development

• •Support annual performance review processes and employee goal-setting initiatives.
• •Assist managers in developing performance improvement plans and employee development plans.
• •Coordinate performance management documentation and tracking.
• •Support employee career development and succession planning initiatives.

Employee Engagement & Organizational Development

• •Assist with employee engagement programs, recognition initiatives, and culture-building activities.
• •Support employee surveys and related action-planning efforts.
• •Coordinate employee events, wellness initiatives, and organizational development programs.
• •Assist with change management and employee communication initiatives.

Benefits Administration & Leave Management

• •Support employee benefits programs and enrollment activities.
• •Assist employees with benefit inqui