HR Generalist

Cupertino Electric, Inc. (CEI) is a U.S. electrical contractor delivering complex commercial, data center, and energy projects. The HR Generalist supports people programs and HR initiatives across assigned business areas, partnering with HR Business Partners, People Relations, and HR Centers of Excellence. The role focuses on operational excellence and employee lifecycle support to ensure consistent, high-quality HR service delivery.

• Serve as a point of contact for leaders and employees on HR processes, tools, and people-related questions.

• Maintain an HR presence with supported teams, including site visits as needed, to build relationships and support HR program execution.

• Partner with the HR Business Partner team to support workforce activities, people initiatives, and change efforts through preparation, coordination, and follow-through.

• Support leaders in core HR programs such as performance management cycles, engagement initiatives, and workforce planning.

• Coordinate employee lifecycle processes including onboarding, offboarding, transfers, promotions, and other personnel action requests (PARs), ensuring accuracy and timely processing.

• Partner with HR Shared Services to maintain employee data integrity and execute employee transactions smoothly.

• Support training initiatives by communicating opportunities and assisting with scheduling/logistics and compliance reminders.

• Reinforce consistent application of HR policies and procedures; provide process guidance and escalate issues appropriately.

• Track, compile, and report people-related data (e.g., employee movements, turnover trends) and flag insights and improvement opportunities.

• Bachelor’s degree in HR, Business Administration, or a related field.

• 2–4 years of experience in HR or a people-focused role; experience supporting HR programs, employee lifecycle processes, or leaders preferred.

• Knowledge of HR processes, employee lifecycle management, and people programs.

• Clear, professional communication skills with leaders, employees, and HR partners.

• Ability to collaborate with HR Centers of Excellence and operational groups.

• High attention to detail and accuracy in managing employee data and PARs.

• Good judgment, including knowing when to involve the HRBP and following escalation paths.

• Adaptability and ability to manage multiple priorities in a dynamic environment.

• No licenses or certifications required.

• Location listed as Iowa or Indiana; may require site visits as needed.

• Competitive compensation package with a robust benefits program.

• Pay varies based on market location, job-related knowledge, skills, education, and experience.

• Equal Employment Opportunity and affirmative action employer.