Senior HR Generalist

Do you have a passion for life, food and a nice hot or cold beverage? At The Spice & Tea Exchange® our mission is to create and share a more flavorful life. You may be the ingredient we are missing! We are looking for a Senior HR Generalist with a passion to support culture, employee engagement and development to join our Human Resources team! The job requirements that follow may be intimidating or seem like a lot, so let me sum it up. If you are a passionate HR professional with 5-7 years of experience in all HR disciplines that likes to dig into puzzles and analyze, develop and educate team members on processes this is your dream job. If you believe HR can gain efficiency through technology and continuous improvement, this is your dream job! To apply for your dream job, you must submit a resume and also complete a Predictive Index (PI) Assessment. Follow this link to complete the assessment. SO, WHAT WILL YOU DO? The Senior HR Generalist is responsible for the reliable execution and continuous improvement of core HR operations, including recruitment, onboarding, employee relations and engagement, benefits administration, policy administration, records, training, safety support, and special projects. Serving as a proactive partner to the VP of Human Resources, department leaders, and employees, this position is expected to move beyond coordinating tasks to identify issues, evaluate root causes, develop sound recommendations, and drive approved solutions through completion. The Senior HR Generalist independently owns the analysis and follow-through of assigned work while clearly presenting proposed plans and obtaining VP of HR approval before implementation. CORE ACCOUNTABILITIES: OWNERSHIP, CRITICAL THINKING & COMMUNICATION

• Take end-to-end ownership of assigned HR programs and processes: define deliverables, establish timelines, coordinate stakeholders, anticipate obstacles, follow through, and verify that intended outcomes are achieved.
• Proactively assess how processes are working rather than relying solely on task completion. Identify recurring issues, gaps, inefficiencies, inconsistencies, and opportunities to strengthen compliance, employee experience, service, and scalability.
• Apply critical thinking to evaluate issues: gather and validate facts, challenge assumptions, identify underlying causes, consider alternatives, assess risks and business impact, and form a practical, well-supported recommendation.
• Before implementing any proposed plan, solution, initiative, or change to an HR process or program, clearly communicate the issue, rationale, options considered, recommended course of action, key risks, resources, timing, and intended outcome to the VP of HR; obtain approval and align on next steps.
• Execute approved plans independently and with appropriate urgency. Define action steps, accountable parties, milestones, and measures of success; monitor progress, resolve barriers within approved authority, and report results and needed adjustments.
• Keep the VP of HR informed through concise, timely updates. Escalate sensitive employee matters, potential compliance exposure, significant delays, resource needs, and material risks early, with supporting facts and a proposed response—not merely a description of the problem.
• Exercise sound judgment about decision authority. Continue routine activities under established, approved procedures; do not independently launch new initiatives, change policy or process, or initiate material employee-relations actions without prior VP of HR approval. ESSENTIAL JOB FUNCTIONS & RESPONSIBILITIES (including but are not limited to) Recruitment & Onboarding
• Own and coordinate the recruitment workflow within approved practices, including postings, resume reviews, candidate pre-screening, reference checks, hiring-manager communication, and timely follow-up with candidates.
• Evaluate recruiting effectiveness, candidate flow, process delays, and hiring manager feedback; diagnose gaps and recommend specific improvements to the VP of HR before making changes.
• Coordinate a consistent, effective onboarding experience, including employment documentation, background and drug screening, new-hire training schedules, and follow-up on onboarding requirements.
• Partner with the VP of HR to draft or update position descriptions. Coordinate withholding and state unemployment insurance registration when the company hires an employee in a new state, in partnership with appropriate internal or external resources. Employee Relations & Engagement
• Provide responsive employee-relations support while objectively gathering facts, documenting concerns, reviewing applicable policies, and evaluating appropriate options before recommending a course of action.
• Discuss employee-relations recommendations, including proposed disciplinary or corrective actions, with the VP of HR and obtain direction and approval before action is taken; promptly escalate sensitive or high-risk matters.
• Support a positive workplace through respectful communication, consistent policy application, and effective follow-through on employee issues and concerns.
• Coordinate birthdays, anniversaries, holidays, recognition, gifts, and employee announcements within approved plans and budgets.
• Evaluate the Employee Experience Program and potential perks or national discount offerings; present recommendations, costs, benefits, and implementation plans to the VP of HR for approval. Benefits Administration
• Own accurate day-to-day benefits administration, including enrollment, eligibility updates, plan records, and timely removal of ineligible or inactive participants.
• Coordinate annual Open Enrollment activities; anticipate deadlines, verify communications and employee data, and resolve issues or escalate them appropriately.
• Assist employees with questions about plan provisions, claims, and denials; coordinate with carriers, brokers, and administrators to obtain accurate resolutions.
• Partner with COBRA administrators to monitor timely, accurate administration and identify discrepancies or recurring service issues; recommend corrective solutions to the VP of HR. Policy Administration & Process Improvement
• Uphold company values, expectations, and policies consistently; communicate and coach employees on approved requirements and procedures.
• Proactively review HR policies, the Employee Handbook, workflows, and standard operating procedures for clarity, efficiency, consistency, and potential compliance gaps.
• Document current processes, analyze problem areas, draft proposed revisions, and present recommendations with their business and employee impacts to the VP of HR. Implement, communicate, and maintain changes only after approval.
• Monitor relevant changes in HR practices and employment requirements, research implications, and bring potential policy or operational needs to the VP of HR for review. Records, Reporting & Cross-Functional Coordination
• Maintain complete, accurate, confidential, and organized electronic personnel records and supporting HR documentation.
• Provide timely employment verification responses and partner with Finance to ensure accurate, timely employee changes, data transfers, and reporting.
• Review data for errors or trends, identify the source of discrepancies, recommend corrections, and confirm that approved resolutions are completed. Training, Safety Support & Special Projects
• Coordinate assigned HR-related training and development activities, maintain required records, and follow up on completion and effectiveness.
• Support employee safety-related administrative processes and training in collaboration with department leaders; promptly flag trends, concerns, and potential compliance issues.
• Lead execution of assigned, approved HR projects with documented objectives, milestones, stakeholder responsibilities, regular VP of HR updates, and final results. SUCCESS EXPECTATIONS
• Problems are raised with fact-based analysis, a clear recommendation, and an explicit decision or approval request.
• New plans and proposed changes are reviewed with and approved by the VP of HR before implementation; progress and concerns are communicated proactively.
• Assigned HR processes run accurately and on time, with gaps identified, solutions implemented after approval, and outcomes verified.
• Projects are completed with clear ownership, documented procedures where appropriate, and measurable improvements to service, quality, risk management, or efficiency. MINIMUM REQUIREMENTS & COMPETENCIES
• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• At least five-seven years of experience as a Senior HR Generalist or Senior HR Business Partner, with demonstrated responsibility across multiple HR disciplines.
• Working knowledge of HR best practices and applicable employment laws and regulations; experience in manufacturing, production, retail, or supply chain environments preferred.
• Demonstrated critical thinking and independent problem solving, including root-cause analysis, evaluation of alternatives, practical recommendations, and consistent follow-through.
• Strong upward communication and judgment: ability to explain issues, recommended plans, business risks, and decisions needed in a concise, organized, timely manner.
• Excellent interpersonal, communication, organizational, and time-management skills; strong responsiveness and a customer-service mindset.
• Integrity, sound business judgment, self-awareness, discretion, and strict confidentiality; a positive, collaborative, and helpful approach.
• Local applicants preferred; relocation assistance is not offered. PHYSICAL REQUIREMENTS TO PERFORM ESSENTIAL FUNCTIONS OF THE JOB:
• Ability to manage prolonged periods of sitting at a desk and working on a computer.
• Consistently communicate in English utilizing both written and oral methods including the use of speech and hearing to communicate effectively with team members, customers, and the ability to engage in verbal discussions and listen attentively (8+ hours per day).
• Operation of, but not limited to, office equipment, computers, and computer tools (8+ hours per day).
• Consistently work around spices; must not be sensitive or allergic to various scents, spices, fruits, extracts, aromas, or personal protective equipment (latex gloves) (8+ hours per day). TSTE is unable to accommodate sensitivity or allergy to various spices, ingredients, scents and aromas contained in our products. This is core to our business and cannot be avoided. While we will make every attempt to provide reasonable accommodation, such accommodation may not alter the fundamental requirements of the job, cause undue hardship, safety risk, or interfere with the ability to perform essential functions. We appreciate your understanding and look forward to supporting your needs within the scope of our commitment to compliance with the Americans with Disabilities Act (ADA) and other applicable laws. EQUAL EMPLOYMENT OPPORTUNITY STATEMENT The Spice & Tea Exchange® provides equal employment opportunities to all employees and applicants without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, pregnancy, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. The Company prohibits discrimination and harassment of any type. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. DRUG FREE WORKPLACE The Spice & Tea Exchange® is committed to maintaining a safe and productive work environment. The company policy states, all applicants must complete a drug screening test if accepting an offer of employment. Employment offers are contingent upon a negative drug screening test result.