Human Resources Generalist

About Henricksen

Henricksen (Oak Brook, IL) is a full-service contract furniture dealership specializing in office, healthcare, education, government, senior living, and hospitality spaces. In 1962, Henricksen opened its doors as a small, family- run dealership. Today, Henricksen is a leading national dealership with twelve offices in Illinois, Minnesota, New York, Pennsylvania, Tennessee, Washington, DC, and Wisconsin, 300+ full-time employees, and annual sales of $300+ million. With 300+ manufacturer partnerships, Henricksen offers an array of products from systems furniture, casegoods, seating, lounge, and conference furnishings to architectural solutions including modular walls, flooring, lighting, sound masking, and technology equipment. Henricksen is one of the largest privately-owned dealer partners of HNI in the United States. HNI’s furniture brands include Allsteel, Gunlocke, HBF, The HON Company, and Kimball International.

Job Summary

This position will be located out of our Oak Brook, IL office. The HR Generalist will deliver comprehensive Human Resources (HR) support across the employee lifecycle. They will serve as a trusted partner to team members and leaders, while fostering operational excellence, compliance, and an engaging employee experience. They will execute full-cycle recruitment and onboarding, policy and leave administration, payroll and benefits activities, and other HR programs and initiatives. They will provide guidance, solve problems, and drive consistent application of policies and proven practices across the organization. They will advance operational excellence and continuous improvement priorities that support the HR team’s and organization’s missions and strengthen the team member value proposition.

Responsibilities:

• Talent Acquisition + Onboarding. Manage full-cycle recruitment activities for assigned positions, including job postings, sourcing, candidate screening, interview and debrief facilitation, and offer letter oversight. Partner with hiring managers and HR team to ensure a consistent, positive candidate and new team member experience. Implement consistent protocols that foster proven practices, equity, and sound decisions for recurring positions. Lead onboarding activities that foster effective, accelerated new team member integration and engagement. Track and report recruiting updates and metrics, recommending opportunities for improvement (e.g., process, experience).
• Leave of Absence Management. Support leave administration as assigned including FMLA, short and long-term disability, ADA accommodations, workers’ compensation activities, and personal leaves. Serve as liaison between team members, managers, and third-party administrators to ensure timely processing and communication. Facilitate return-to-work processes and accommodations discussion as appropriate. Track, monitor, and report leave and return-to-work status, maintaining compliance with applicable organization polices and regulations across the organization’s footprint.
• Payroll + Benefits. Serve as the first point of contact for routine payroll and timecard questions. Resolve timecard discrepancies, missing punches, and corrections ahead of payroll deadlines. Support expense report processing and resolution of incomplete or non-compliant submissions. Assist with payroll data entry, audits, and documentation as directed by the Payroll Manager. Support off-cycle payroll needs and assist with payroll calendar communication to managers and employees. Support benefits enrollment and team member education efforts during annual enrollment and throughout the year. Assist in audits, reporting, and compliance-related activities as assigned.
• Performance + Engagement. Manage performance review cycles, including communication, tracking, reporting, and documentation management. Contribute to the implementation of learning, succession planning, internal mobility, and career growth initiatives. Promote consistent application of policies, procedures, and proven employment practices across all locations. Lead the administration of data collection initiatives to assess engagement (e.g., engagement or pulse surveys). Intake, assess, and appropriately support and/or escalate performance and workplace issues as required for resolution.
• HR Compliance + Operations. Administer HR programs and processes in compliance with organization policies and federal, state, and local employment regulations. Partner with HR team members to ensure accurate employee records and HRIS data integrity. Contribute to policy updates and communication, inclusive of ongoing handbook alignment and team member sign-offs. Oversee compliance training selection, rollout, and completion across the organization. Manage member offboarding as assigned, inclusive of exit interviews, separation meetings, and required documentation.