HR Generalist

The History of Foley Family Wines & Spirits

In spring of 1996, Bill & Carol Foley purchased 1,000 acres of lush and fertile earth within the then relatively unknown Sta. Rita Hills region of Santa Barbara County. Their plan – produce hand-crafted Chardonnay and Pinot Noir that reflected the best of California’s Central Coast. Named for their two daughters – Lindsey & Courtney – Lincourt Vineyards was born, and with it, the beginning of Foley Family Wines & Spirits.

In the 25 years since, Foley Family Wines & Spirits has grown into one of the world’s largest producers of fine wine, adding some of the industry’s most valuable wineries, located in the most recognized winemaking regions, including Napa, Sonoma, the Pacific Northwest, and New Zealand. Today, the Foley Family Wines & Spirits portfolio boasts a number of the most-celebrated names in wine, including Chalk Hill Estate, Chalone, Ferrari-Carano, and Sebastiani.

** This is a hybrid role. Tues - Thursday onsite M & F remote optional. **

Job Summary

The Human Resources (HR) Generalist is a key member of the Human Resources team responsible for providing comprehensive HR support to designated business functions across the organization. This role is responsible for providing guidance and support to leaders and employees in recruiting, employee relations, performance management, onboarding, offboarding, HR administration, and HR systems while ensuring consistent application of company policies and employment practices. The HR Generalist partners closely with business leaders to deliver high-quality HR services, manager coaching, promote employee engagement, and maintain compliance with federal, state, and local employment laws.

This position is based at the Corporate Office in Santa Rosa, CA and requires regular travel throughout Napa and Sonoma Counties, with occasional travel to additional Central California winery locations and Oregon as business needs require.

Essential Duties and Responsibilities

Employee Relations

• Serve as primary HR contact for assigned business functions, providing consultative support to leaders and employees across designated departments.
• Build effective working relationships with employees and leaders.
• Coach supervisors and managers on employee relations matters, performance management, attendance, documentation, and policy interpretation.
• Conduct workplace investigations involving employee concerns, policy violations, and workplace complaints.
• Support disciplinary actions, corrective action documentation, separations, and terminations.
• Assist with conflict resolutions while promoting a respectful and productive workplace.

Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment for assigned business functions including requisition creation, job postings, candidate sourcing, applicant screening, interview coordination, interview participation, candidate evaluation, reference checks, and selection recommendations.
• Partner with hiring managers on job requirements, finalizing job descriptions, candidate review, interview coordination, and hiring progress.
• Partner with assigned business leaders to identify staffing needs, evaluate organizational structure, and develop recruitment strategies that align with operational business objectives.
• Conduct wage and internal equity assessments in partnership with the HR manager, ensuring offers are competitive, equitable, and aligned with market data and company compensation practices.
• Coordinate pre-employment requirements, background checks, and onboarding activities to ensure a seamless candidate and employee experience.
• Collaborate with the HR Manager and other Human Resources team members to continuously improve recruiting processes, employer branding, onboarding effectiveness, and workforce planning initiatives.

Employee Lifecycle

• Oversee HRIS platform onboarding and ensure completion of all employment paperwork.
• Maintain employee personnel files and electronic records.
• Coordinate offboarding activities including separation documentation and final pay processes.
• Manage employment verification requests.
• Maintain I-9 compliance and required employment documentation.

HR Administration

• Maintain HRIS employee records ensuring accuracy and completeness.
• Process employee changes including promotions, transfers, compensation updates, and status changes.
• Assist employees with HR-related questions regarding policies, benefits, and employment practices.
• Jointly manage the HR inbox and respond to employee inquiries.
• Serve as the primary HR liaison for assigned business functions, partnering with managers, employees, Payroll and Benefits to ensure seamless delivery of HR services.

Performance Management and Learning

• Support performance review processes for assigned business functions.
• Assist managers with employee development planning, employee feedback, and follow-up actions.
• Coordinate HR training initiatives and compliance training.
• Support employee engagement programs and recognition initiatives.

Workers’ Compensation

• Administer workers’ compensation claims, ensuring timely reporting, documentation, and coordination with employees, managers, medical providers, and third-party administrators.
• Partner with managers and HR leadership to facilitate return-to-work planning and modified duty programs, including tracking work restrictions and facilitating the interactive process as appropriate.
• Maintain confidentiality of medical information and ensure compliance with applicable federal laws, state laws, and company policies related to occupational injuries and illnesses.

Compliance and HR Operations

• Ensure compliance with federal, state, and local employment laws.
• Maintain HR policies and procedures.
• Conduct periodic audits of employee records and HR data.
• Analyze HR reports and identify trends requiring management attention.
• Recommend improvements to HR processes and administrative efficiencies.
• Maintain confidentiality of employee information.
• Perform additional duties and special projects as assigned.