Talent Management- HR Generalist

Summary of Functions
The HR Generalist is responsible for executing and continuously improving core human resources operations across talent acquisition, employee lifecycle administration, HR data integrity, and policy compliance. This role operates with a high degree of independence, ensuring accurate, compliant, and efficient HR processes while generating insights that support workforce planning and operational decision-making. The position serves as a primary HR resource to managers and team members, strengthening service delivery and consistency across the organization.
Essential Duties and Responsibilities
Talent Acquisition & Workforce Support

• Owns full-cycle recruitment and onboarding processes, ensuring an efficient, compliant, and candidate-centered experience aligned with organizational standards
• Maintains accurate applicant tracking and hiring documentation to support audit readiness and reporting integrity
• Analyzes hiring activity, turnover, and workforce trends to identify gaps and recommend improvements to sourcing and staffing approaches
• Supports workforce planning efforts by providing data insights and coordinating hiring activity with operational needs

HR Operations & Data Integrity

• Owns the accuracy, timeliness, and auditability of all employee lifecycle transactions including, hire, transfer, status change, compensation change, and termination within the HCM system, serving as an accountable steward of HR data integrity and record retention compliance.
• Maintains personnel records and ensures compliance with record retention and documentation standards
• Monitors HR data quality, resolves discrepancies, and ensures system integrity across HR processes
• Produces and interprets workforce reports, translating data into actionable insights for HR and operational leaders

HR Compliance & Policy Administration

• Ensures consistent application of HR policies, procedures, and employment practices in alignment with tribal, federal, and state requirements
• Maintains compliance with employment eligibility verification and required documentation standards
• Identifies compliance risks, policy gaps, and audit issues, resolving within scope and escalating as appropriate

HR Service Delivery & Process Improvement

• Serves as the primary HR resource for team members and managers by triaging and resolving routine inquiries and escalating complex matters appropriately, partnering with HR functional areas to ensure coordinated service delivery.
• Partners with HR functional areas to coordinate service delivery across recruitment, employee relations, and HR operations
• Identifies process inefficiencies across HR workflows and leads improvement initiatives from analysis through implementation
• Enhances team member experience by improving responsiveness, clarity, and consistency of HR services

Supervisory Responsibilities
This position does not have formal supervisory authority. The role may provide guidance within HR processes but does not have hiring, disciplinary, or performance evaluation authority.
Education

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.

Experience

• Minimum of two (2) years of progressive human resources experience in areas such as talent acquisition, HR administration, or employee lifecycle support
• Experience in hospitality, gaming, or tribal enterprise environments preferred
• Experience supporting managers in the application of HR processes, policies, and employee lifecycle practices
• PHR or SHRM-CP certification preferred.
• Experience working with HRIS/HCM systems required; Dayforce experience preferred

Skills & Abilities

• Advanced ability to interpret and apply multi-jurisdictional employment laws and HR policies
• Demonstrated expertise in HRIS/HCM data management, reporting, and data integrity ownership
• Ability to manage full-cycle recruitment and improve sourcing strategies through data analysis
• Ability to translate workforce data into actionable operational insights
• Strong capability to advise managers on HR processes while maintaining appropriate role boundaries
• Ability to lead process improvement initiatives from identification through sustained implementation
• Strong stakeholder management skills with the ability to build trust across operational teams

Other Requirements

• Ability to obtain and maintain a Tribal Gaming License
• Ability to work nights, weekends, and holidays when required by business needs
• Ability to maintain consistent, regular attendance
• Valid driver’s license and ability to meet organizational insurability standards if required for business purposes

Physical Demands
The physical demands described below are representative of those required to successfully perform the essential functions of this position. Reasonable accommodation may be made in accordance with applicable law.

• Frequently required to sit for extended periods while performing desk-based and computer work
• Regularly required to stand and walk throughout office and operational areas
• Regularly required to use hands and fingers to operate a computer, phone, and other standard office equipment.
• Regularly required to communicate effectively verbally and in writing
• Occasionally required to reach, bend, stoop, or move about the workplace to access files or interact with team members
• Occasionally required to lift and/or move items up to 25 pounds

Work Environment
The work environment characteristics described below are representative of those encountered while performing the essential functions of this position.

• Primarily office-based environment with frequent interaction across operational departments
• Regular exposure to a casino and hospitality environment, including tobacco smoke, moderate noise levels, and high guest traffic areas
• Occasional exposure to varying environmental conditions including temperature changes when moving between indoor and outdoor areas
• Frequent interaction with team members, leaders, and guests in a fast-paced, service-oriented environment

Travel Requirements
Occasional travel is required. Travel may include local travel between enterprise sites and limited out-of-state travel for training, conferences, meetings, or other business needs.
Hiring Preference
The Kalispel Tribe of Indians is an Equal opportunity employer. Consistent with federal law, the Kalispel Tribe of Indians applies Indian preference in employment. It is the policy of the Kalispel Tribe of Indians to give preference in hiring, promotions, and transfers into vacant positions to qualified applicants in the following order: 1) Kalispel Tribal Members; 2) Spouses of an enrolled Kalispel Tribal Member; 3) enrolled members of other Indian Tribes; 4) all other applicants.
General Sign-off & Disclaimers
The employee is expected to adhere to all company policies.
At-Will Employment: Employment with the Kalispel Tribe of Indians is at-will and can be terminated with or without cause, and with or without notice, at any time, either at the option of the employee or the Kalispel Tribe of Indians.
Drug Testing: The Kalispel Tribe of Indians is a drug free workplace. All applicants are subject to drug testing at the time of hire and at unannounced times during employment.
Background Investigation: All candidates and employees may be subject to a background investigation.
The duties and responsibilities described in this job description are intended to represent the general nature and level of work performed. They are not intended to be an exhaustive list of all responsibilities, duties, or skills required.
Responsibilities may be modified, expanded, or reassigned based on business needs, organizational changes, regulatory requirements, or direction from leadership.
This document does not create an employment contract, implied or otherwise, other than an “at will” relationship.
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