Sr. HR Generalist

Overview

Senior Human Resources Generalist

Full-Time | Onsite | Monday – Friday

$85k - $110k annually. The actual hiring rate may vary based on several factors, including your previous work experience, educational background, certifications, the responsibilities of the position, and demonstrated performance. These elements help us ensure a fair and competitive offer aligned with your qualifications and the role's requirements.

Be the Strategic HR Partner Driving People, Performance, and Practice Success

At Shenandoah Oncology, our people are at the heart of everything we do. We are seeking an experienced and strategic Senior Human Resources Generalist who serves as a trusted advisor to leaders and employees across the organization. This role partners closely with practice leadership to drive employee relations, talent acquisition, workforce planning, organizational effectiveness, performance management, employee engagement, and HR compliance initiatives.

The Senior HR Generalist operates with a high degree of autonomy and is expected to influence decisions, navigate complex employee relations matters, coach leaders through challenging situations, and provide practical business-focused HR solutions that support both employees and organizational goals.

The ideal candidate is a trusted advisor who brings strong HR expertise, exceptional communication skills, emotional intelligence, and the ability to confidently manage difficult conversations while maintaining fairness, compliance, and respect for all employees.

If you thrive in a fast-paced environment where no two days are the same and you enjoy helping leaders and employees succeed, we'd love to hear from you.

Why Shenandoah Oncology?

At Shenandoah Oncology, you'll join a mission-driven organization where every team member plays an important role in supporting exceptional patient care. Guided by The RETIC Way—Respect, Excellence, Teamwork, Integrity, and Compassion—we foster a culture where employees are valued, supported, and empowered to grow.

Enjoy the best of both worlds: a close-knit, community-based practice culture backed by the resources, stability, and professional growth opportunities of The US Oncology Network.

Benefits and Perks

Medical, Dental & Vision Insurance

401(k)

Generous Paid Time Off & Paid Holidays

Life & Disability Insurance

Tuition Reimbursement

Employee Assistance Program

Wellness Programs & Employee Discounts

Professional Development Opportunities

Responsibilities

What You'll Do:

Employee Relations & Conflict Resolution

Serve as a trusted advisor to employees and leaders on workplace concerns, policy interpretation, and employee relations matters.

Conduct thorough and objective investigations into employee concerns, workplace conflicts, and policy violations.

Facilitate conflict resolution and partner with leaders to achieve positive outcomes that balance employee experience with business needs.

Coach managers through performance management conversations, corrective action processes, documentation, and employee development discussions.

Support a respectful, inclusive, and compliant workplace culture.

Talent Acquisition & Workforce Planning

Partner with hiring managers to develop recruitment strategies and identify top talent.

Manage the full recruitment lifecycle, including sourcing, screening, interviewing, selection, and offer processes.

Provide guidance on interviewing best practices and candidate evaluation.

Coordinate background checks, onboarding activities, and new hire integration.

Consult with leaders on candidate selection, compensation recommendations, and hiring decisions.

HR Partnership & Compliance

Advise leadership on human resources best practices, employment law, company policies, and compliance requirements.

Support leave of absence administration and employee accommodations.

Assist leaders with compensation discussions, organizational changes, workforce planning, and talent development initiatives.

Partner with practice leadership on workforce planning, succession planning, organizational design, and talent development initiatives.

Advise leaders on compensation practices, market competitiveness, and salary administration.

Conduct exit interviews and analyze workforce, retention, and employee engagement data to provide actionable recommendations to leadership.

Develop and facilitate training programs related to workplace conduct, performance management, leadership effectiveness, and employee development.

Lead complex HR projects and organizational initiatives as assigned.

What Success Looks Like

We're looking for someone who can confidently:

Lead difficult employee conversations with professionalism and empathy

Resolve workplace conflicts and employee concerns effectively

Build strong, trusted relationships with leaders and employees

Balance business needs while promoting a positive employee experience

Navigate sensitive situations with sound judgment and discretion

Influence outcomes through coaching rather than authority

Manage multiple priorities in a fast-paced healthcare environment

Act as a trusted business partner and strategic advisor to practice leadership.

Identify organizational challenges and proactively recommend HR solutions.

Lead investigations and sensitive employee relations matters independently.

Drive employee engagement initiatives and support positive workplace culture.

Successfully influence leaders and drive people-related decisions through HR expertise, business acumen, and sound judgment.

Qualifications

Minimum Qualifications

Bachelor's degree in Human Resources, Business Administration, or related field.

Five (5) to seven (7) years of progressive Human Resources experience, including experience serving as an HR Generalist or HR Business Partner.

Experience independently managing employee relations investigations and conflict resolution.

Experience providing consultation to leaders on performance management, compensation, organizational change, and workforce planning.

Strong working knowledge of federal and state employment laws.

Demonstrated experience delivering training and coaching leaders.

Experience managing full-cycle recruitment and selection processes.

Excellent communication, facilitation, and problem-solving skills.

Preferred Qualifications:

PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred

Healthcare, physician practice, or multi-site HR experience.

Experience supporting organizational change and workforce planning initiatives.

Experience conducting complex workplace investigations.

Experience utilizing employee engagement surveys and workforce analytics to drive business decisions.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to be present at the employment site during regularly scheduled business hours and regularly required to sit or stand and talk or hear. The employee frequently is required to use hands to finger, handle, or feel and occasionally required to reach with hands and arms. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is performed in an office, clinical or classroom environment and requires significant interaction with corporate and network staff. Work will involve in-person interaction with co-workers and management and/or clients. Work may require occasional travel to other sites or conferences.

What You'll Do:

Employee Relations & Conflict Resolution

Serve as a trusted advisor to employees and leaders on workplace concerns, policy interpretation, and employee relations matters.

Conduct thorough and objective investigations into employee concerns, workplace conflicts, and policy violations.

Facilitate conflict resolution and partner with leaders to achieve positive outcomes that balance employee experience with business needs.

Coach managers through performance management conversations, corrective action processes, documentation, and employee development discussions.

Support a respectful, inclusive, and compliant workplace culture.

Talent Acquisition & Workforce Planning

Partner with hiring managers to develop recruitment strategies and identify top talent.

Manage the full recruitment lifecycle, including sourcing, screening, interviewing, selection, and offer processes.

Provide guidance on interviewing best practices and candidate evaluation.

Coordinate background checks, onboarding activities, and new hire integration.

Consult with leaders on candidate selection, compensation recommendations, and hiring decisions.

HR Partnership & Compliance

Advise leadership on human resources best practices, employment law, company policies, and compliance requirements.

Support leave of absence administration and employee accommodations.

Assist leaders with compensation discussions, organizational changes, workforce planning, and talent development initiatives.

Partner with practice leadership on workforce planning, succession planning, organizational design, and talent development initiatives.

Advise leaders on compensation practices, market competitiveness, and salary administration.

Conduct exit interviews and analyze workforce, retention, and employee engagement data to provide actionable recommendations to leadership.

Develop and facilitate training programs related to workplace conduct, performance management, leadership effectiveness, and employee development.

Lead complex HR projects and organizational initiatives as assigned.

What Success Looks Like

We're looking for someone who can confidently:

Lead difficult employee conversations with professionalism and empathy

Resolve workplace conflicts and employee concerns effectively

Build strong, trusted relationships with leaders and employees

Balance business needs while promoting a positive employee experience

Navigate sensitive situations with sound judgment and discretion

Influence outcomes through coaching rather than authority

Manage multiple priorities in a fast-paced healthcare environment

Act as a trusted business partner and strategic advisor to practice leadership.

Identify organizational challenges and proactively recommend HR solutions.

Lead investigations and sensitive employee relations matters independently.

Drive employee engagement initiatives and support positive workplace culture.

Successfully influence leaders and drive people-related decisions through HR expertise, business acumen, and sound judgment.

Minimum Qualifications

Bachelor's degree in Human Resources, Business Administration, or related field.

Five (5) to seven (7) years of progressive Human Resources experience, including experience serving as an HR Generalist or HR Business Partner.

Experience independently managing employee relations investigations and conflict resolution.

Experience providing consultation to leaders on performance management, compensation, organizational change, and workforce planning.

Strong working knowledge of federal and state employment laws.

Demonstrated experience delivering training and coaching leaders.

Experience managing full-cycle recruitment and selection processes.

Excellent communication, facilitation, and problem-solving skills.

Preferred Qualifications:

PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred

Healthcare, physician practice, or multi-site HR experience.

Experience supporting organizational change and workforce planning initiatives.

Experience conducting complex workplace investigations.

Experience utilizing employee engagement surveys and workforce analytics to drive business decisions.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is required to be present at the employment site during regularly scheduled business hours and regularly required to sit or stand and talk or hear. The employee frequently is required to use hands to finger, handle, or feel and occasionally required to reach with hands and arms. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision and ability to adjust focus.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is performed in an office, clinical or classroom environment and requires significant interaction with corporate and network staff. Work will involve in-person interaction with co-workers and management and/or clients. Work may require occasional travel to other sites or conferences.