To be successful in this role, the HRBP Generalist will be proactive in advising, providing insights and resources, and drive consistency and follow up in HR processes.

Coaching & Organizational Effectiveness

• Act as a trusted advisor to line managers, offering coaching and guidance on every-day workplace situations including performance management, Team Member development, policy alignment and implementation, and team dynamics to help them lead effectively.​
• Advise and coach Leaders and Team Members in understanding HR policies, procedures, and appropriate application in real-time scenarios.
• Provide ongoing performance management guidance, including coaching, counseling, and career development discussions, in alignment with HRBP practices. 
• Coach managers on team member engagement and retention strategies; Identify recurring themes and opportunities for proactive leader coaching or intervention.
• Provide guidance and support on how to navigate complex employee relations issues for both planned and unscripted critical conversations.
• Leverage HR data (e.g., turnover, engagement survey results) to inform recommendations and support people-led decisions.
• Supports HRBP Managers with change management initiatives and ensure successful leadership transitions. 
• Provide guidance to people leaders in relation to people and team dynamic issues; escalates to HRBP Manager and Team Member Relations (TMR) with items where more complex compliance with Federal and local law expertise is needed.
• Understand and maintain a high level of business literacy about assigned client groups’ core function and culture. 
• Support organizational performance by bridging HRBP strategic priorities with Team Member–facing, day-to-day HR activities for assigned client groups.

Intake, Triage, & Escalation

• Serve as the first escalation point for Team Member workplace concerns following Help Desk resolution or routing.
• Act as the primary advisor to Managers / Sr Managers on employee relations matters, including performance concerns, conduct issues, conflict resolution, and workplace standards.
• Conduct structured intake interviews to gather facts in a standardized, consistent format. Accurately document and classify concerns (e.g., policy risk, interpersonal conflict, leadership coaching needs). Recommend appropriate actions based on findings, precedent, and risk assessment.
• Make sound triage decisions to either manage employee relations case directly or route matters appropriately to Team Member Relations (TMR) for potential investigations, compliance risks, or legal exposure or HR Business Partners Managers for escalated leader coaching needs, cultural issues, or team dynamics support.
• Guide Leaders through corrective action processes, up to and including termination, ensuring documentation, consistency, and risk mitigation.
• Monitor regional case trends and proactively address with respective HRBP Manager. 

HR Program & Process Support

• Support HRBP Leadership with core HR Processes related to talent management, workforce and succession planning, performance planning and annual salary review cycles; Maintain appropriate data & insights.
• Support HRBP Leadership in managing organizational changes and restructuring, focusing on culture and morale.
• Support HRBP Leadership in facilitation of talent review calibration meetings, ensuring ratings are consistent, constructive, and forward-looking. 
• Follow up on talent reviews to ensure development plans, training, or mentoring actions are implemented for identified team members
• Partner with HRBP leadership to ensure consistent application of HR programs and initiatives at the functional level.
• Collaborate with business leaders and learning and development teams to create targeted learning experiences that support team member growth and business success.
• Facilitate consistent application, implementation, and improvement of HR policies, processes, and programs. 
• Provide insights to drive continuous improvement of HR deliverables; Collaborate in global and local efforts that support Team Member engagement and retention.
• Embodies the Hilton Grand Vacations Values of Hospitality, Integrity, Leadership, Teamwork, Ownership, Now,
• Completes all required Company training/compliance courses as assigned.
• Adheres to Company standards and maintains compliance with all policies and procedures.
• Performs other related duties as assigned.