Senior Human Resources Generalist

Full-time

Reports To:

Vice President of People & Culture

Prime Hospitality Group started with five Ruth’s Chris Steak House restaurants and swiftly grew to twelve locations, becoming the largest franchise group of the global brand. PHG has also expanded to additional food and beverage concepts including Brasserie 23, The Exchange and Un Deux Trois Café. As we continue to expand our restaurant portfolio, as a franchisee for Marriott and Hilton, PHG has emerged into the hotel hospitality space, developing a full portfolio of hospitality-forward brands.

At PHG we’re proud of our agile and committed culture, which has led to certification as a “Great Places to Work” in Indianapolis in 2024. We’re honored to have been ranked and we know that it’s our collective dedication that makes PHG an exceptional place to work.

• Demand for Excellence
• Passion for Hospitality
• Desire to Win
• Unwavering Commitment
• Hunger to Grow

Under the direction of the Vice President of People and Culture, the Sr. HR Generalist is responsible for supporting the HR Department and carrying out various responsibilities including but not limited to the following functional areas: employee relations, benefits and compensation administration, leaves of absence, workers compensation, employee engagement programs, and assist with other HR functions as requested with a Demand for Excellence and Unwavering Commitment to quality.

• Lead complex employee investigations ensuring thorough, objective, and timely outcomes.
• Document findings, recommend corrective actions, and partner with leadership and legal (as needed) on risk mitigation.
• Identify trends in employee relations issues and recommend proactive solutions to reduce organizational risk.
• Serve as a trusted advisor to operational leaders on conflict resolution, team dynamics, and workplace concerns.
• Provide expert coaching to managers on performance management, corrective action, terminations, and employee development.
• Review and guide documentation to ensure consistency, fairness, and legal compliance.
• Support workforce planning, organizational changes, and talent discussions.
• Interpret, apply, and recommend updates to HR policies to ensure compliance with federal, state, and local employment laws.
• Conduct periodic audits of HR practices and documentation to mitigate compliance risk.
• Partner with leadership to ensure consistent policy application across locations and teams.
• Oversee administration of FMLA, ADA, state leave programs, and other leave types, ensuring compliance and accurate tracking.
• Partner with managers to manage return-to-work processes and reasonable accommodations.
• Administer workers’ compensation claims, coordinate with carriers and third-party administrators, manage reporting, and ensure timely follow-up.
• Identify patterns in workplace injuries and recommend preventive strategies.
• Manage and respond to unemployment claims, including drafting employer statements, preparing documentation, participating in hearings, and partnering with managers to mitigate future risk exposure.
• Monitor and analyze turnover data (voluntary and involuntary), identifying trends by department, manager, tenure, and other key variables.
• Provide regular reporting and actionable insights to operational leaders to support retention strategies and workforce planning.
• Partner with leadership to develop targeted action plans based on turnover, exit interview feedback, and employee relations data.
• Analyze trends in unemployment claims and terminations to identify potential patterns, training gaps, or policy inconsistencies.
• Support benefits administration including newly eligible employees, open enrollment coordination, reporting, and employee education.
• Serve as liaison with vendors and third-party administrators; monitor service levels and resolve escalated issues.
• Support employee engagement initiatives and action planning based on feedback and survey results.
• Promote inclusive workplace practices and support initiatives aligned with company values.
• Drive continuous improvement of HR processes,…