Memorial Health System

Human Resources Generalist

Job Locations US-IL-Springfield
Professional and Leadership
Position Type


Works directly with leaders and employees of assigned business units to provide consultation on all employee relations issues. Provides strong partnership on performance management, disciplinary processes, legal issues, investigations, and conflict management. Assess and resolve routine and non-routine employee relations matters ensuring consistency across health system and in alignment with Memorial practices. Ensures a fair and consistent approach to Memorial’s policies and procedures, thus promoting a positive culture within Memorial, while minimizing risks. Serves as a single point of contact for employee relation issues to ensure clear communication and efficiency in resolving matters. Serves as a business partner providing expertise and guidance on employee relations, employment law, staffing, policy Interpretation, coordination of HR centers of excellence (COE) services (Recruitment, Benefits, Compensation, Operations, Employee Relations) as well as workforce development and retention.


Initiates, conducts and concludes investigations and provides guidance regarding issues such as: working conditions, disciplinary actions, harassment, and employee complaints in collaboration with leadership/employee as needed. Provides guidance and recommendations for problem resolution, analysis of data obtained, and timely report preparation. Participates in the development, analysis, modification, and implementation of HR policies and procedures. Serves as a key stakeholder in developing and reassessing HR goals, objectives, and systems.



  • Bachelor’s degree in Human Resources, business, or related field is required.


  • Professional HR certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP is desirable.



  • Minimum of 3 years of related HR generalist experience is required. Previous employee relations experience is highly desirable.


Other Knowledge/Skills/Abilities:

  • Possesses sound business acumen and basic knowledge of all Human Resource functions.
  • Thorough knowledge of federal, state, and local employment laws and regulations.
  • Interpersonal skills, with the ability to collaborate and communicate with others at all levels while displaying the utmost tact, diplomacy, sensitivity and confidentiality.
  • Analytical and problem-solving skills with strong attention to detail to gather facts in a thorough and unbiased manner.
  • Positive, proactive, service-oriented approach with the ability to thrive in a fast-paced environment.
  • Possesses fair, neutral and balanced judgement with the ability to gather facts, synthesize information and form accurate conclusions to make sound recommendations.
  • Skilled at conflict resolution with effective planning skills and the ability to multi-task to meet competing demands.
  • Competent in using Microsoft Office software such as Excel, PowerPoint, and Word.


  1. Works in partnership with assigned business units to provide advice and counsel to leaders and employees in the areas of conflict resolution, policies/procedures, grievance resolution, disciplinary action and the like to minimize disruptions. Reviews and documents all involuntary employee terminations while maintaining legal compliance.
  2. Works in partnership with assigned business units and HR COEs to communicate and implement HR programs that support goals, foster employee engagement, and drive results. Collaborates with business units to identify areas for standardization of HR systems and practices; and participates in development of solutions and implementing programs and changes where identified opportunities exist.
  3. Creates a work environment that fosters positive employee and labor relations, including but not limited to, productivity, labor cost, turnover, vacancy rates, patient satisfaction, employee engagement, etc., to identify trends and proactively assesses unit work environment.
  4. Advocates the use of HR and management best practices to mitigate the escalation of issues.
  5. Participates in special projects related to employee relations, performance management and supports business/change management initiatives.
  6. Assists in analyzing HR metrics and data to drive business decision, program design, and results.
  7. Counsels leaders through performance management situations, progressive discipline, involuntary separations, including reductions in force and other workforce changes. Supports leaders in developing and communicating plans to address issues.
  8. Ensures compliance with all federal regulations governing HR policies and procedures. Performs HR audit functions as requested or needed. Assists employees with routine human resource/personnel-related questions. Maintains confidentiality as appropriate in all human resource activities.
  9. Responds to outside agencies on EEO matters, Unemployment Compensation claims and others as necessary. Included in this responsibility is case preparation, witness preparation and acting as spokesperson where appropriate.
  10. Investigates and resolves all employee complaints, disputes, claims of discrimination, harassment and disruptive behavior.
  11. In conjunction with Employee Health, investigates and resolves ADA/FMLA and ergonomic issues.
  12. Contribute effectively to the development, deployment and sustainability of HR best practices to increase attraction and retention of employees.
  13. Performs other related work as required or requested.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.


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