Senior People Experience Generalist, NA

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À propos de Vantage Data Centers

Vantage Data Centers alimente, refroidit, protège et connecte la technologie des plus grands joueurs hyperscale, des fournisseurs de solutions infonuagiques et des grandes entreprises. Présente en Amérique du Nord, en Europe et en Asie-Pacifique, Vantage innove dans la conception des centres de données pour offrir des gains spectaculaires en termes de fiabilité, d’efficacité et de durabilité ainsi que des environnements flexibles qui peuvent évoluer aussi vite que le marché l’exige.

People & Culture Department

The People & Culture (P&C) Team at Vantage is lean, effective, well-respected, and growing, with the vision of designing and ensuring an exceptional employee experience from application to alumnus. The team is distinguished by its innovative and strategic approach, working in close partnership with business leaders to develop practical and business-minded solutions that keep the development and growth of our people at the center. Each member of our P&C team plays a pivotal role on the team and in the business. Trust, Agility, Respect, and Accountability are the Vantage core values—and we seek to live every value, every day, while thinking creatively to make Vantage the employer of choice and power our people.

Position Overview

This position is based in Port Washington, WI or willing to relocate.

The Senior People Experience Generalist is the primary HR presence at our new data center location, supporting employees and leaders through both the initial construction phase and the ongoing operational phase once the site is fully functional. This role combines day-to-day HR administration with proactive employee engagement, culture development, and relationship-building to ensure a positive and productive workplace from day one.

In addition to site-based responsibilities, the Senior People Experience Generalist will provide support and coordination for HR Business Partners, assisting with program rollouts, data gathering and reporting, employee communications, and follow-up on action plans. The scope of this support will adapt to site needs and evolving business priorities.

Key Responsibilities:

Employee Engagement & Culture Building

Serve as a visible, approachable HR partner at the site, fostering relationships with employees and leaders across all phases of the site’s lifecycle.
Lead and support location-specific engagement activities, recognition programs, and culture-building initiatives.
Champion a culture of safety, respect, inclusion, and collaboration.
Act as a pulse-check for employee sentiment, providing feedback and insights to leadership to inform action plans.

Employee Lifecycle Support

Support onboarding activities led by the Learning & Development team by coordinating logistics, providing local introductions, and serving as an on-site resource for new hires.
Provide HR support for off boarding, leaves of absence, benefits changes, and other employee life-cycle events.
Partner with Local Campus Officer Manager (if applicable), L&D and Talent Acquisition to ensure a smooth transition from hiring to full integration into the workplace.

Employee Relations & Policy Guidance

Serve as the first point of contact for employee relations concerns, conducting intake and escalating to appropriate HR or Employee Relations team members.
Advise employees and managers on policy interpretation and application, ensuring consistency and compliance.

Support for HR Business Partners

Coordinate with HRBPs to support strategic initiatives, people-centric programs, and site-level actions.
Assist in preparing reports, data analysis, and presentation materials.
Help implement HR programs and follow up on site-specific deliverables.
Facilitate communication between HRBPs and employees/managers to ensure clarity and alignment.

HR Systems & Data

Maintain accurate employee records in the HRIS and ensure timely updates to payroll and benefits teams.
Monitor and report on site-specific HR metrics such as retention, turnover, and engagement participation.

Programs & Initiatives

Support company-wide HR initiatives at the local level, adapting them to the needs of the site.
Assist with local wellness, DEI, and community engagement programs.
Partner with site leadership to support change management and employee communication.

Compliance & Risk Management

Ensure adherence to federal, state/provincial, and local employment laws as well as safety regulations relevant to both construction and operational environments.
Maintain knowledge of evolving HR best practices and legal requirements.

Qualifications:

3–5 years of HR experience in a generalist or specialist role; experience in field-based, industrial, or operational settings preferred.
Proven ability to foster culture and engagement in evolving or high-change environments.
Knowledge of U.S. employment law; Canadian knowledge a plus.
Proficiency with Workday and HR reporting.
Strong interpersonal skills with the ability to build trust across diverse employee groups.
Resilience and adaptability in dynamic settings.
Travel required is expected to be up to 20% but may increase over time as the business evolves
Additional duties as assigned by Management

Core Competencies

Communicates Effectively – Developing and delivering multi-mode communications that convey clear understanding of the unique needs of different audiences
Relationship Builder – Develops genuine connections with employees across all functions.
Culture Champion – Shapes a positive and inclusive workplace culture at every stage.
Adaptability – Transitions smoothly between construction and operational environments.
Problem-Solving – Delivers practical, people-focused solutions.
On-the-Ground Presence – Maintains visibility and accessibility for all employees.
Collaborator – Works effectively with HRBPs, L&D, and cross-functional partners to achieve shared goals.

Physical Demands and Special Requirements

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 occasionally required to stand; walk; sit; use hands to handle, or feel objects; reach with hands and arms; climb stairs; balance; stoop or kneel; talk and hear. The employee must occasionally lift and/or move up to 25 pounds.

Additional Details

This position is eligible for company benefits including but not limited to medical, dental, and vision coverage, life and AD&D, short and long-term disability coverage, paid time off, employee assistance, participation in a 401k program that includes company match, and many other additional voluntary benefits.
Compensation for the role will depend on a number of factors, including your qualifications, skills, competencies, and experience and may fall outside of the range shown.

#LI-GS1 #LI-Onsite

Nous travaillons dans un environnement sans orgueil et sans arrogance. Nous mettons tout en œuvre pour nous construire et nous soutenir l’un l’autre, en appréciant les forces de chacun et en respectant les faiblesses d’autrui. Travailler ensemble est un plaisir, et nous cherchons toujours le moyen de rendre le travail encore plus agréable. Notre dur labeur et notre efficacité sont récompensés par une rémunération globale supérieure à ce qu’offre le marché. Nous proposons un régime de soins médicaux et d’assistance, un régime de retraite et des congés payés au-delà des attentes du marché.

Les avantages qu’il y a à faire partie de l’équipe de Vantage s’expriment clairement tout au long de l’année par l’entremise d’un éventail d’avantages sociaux, de marques de reconnaissance, de formations et de développement, sans oublier que vous saurez combien votre contribution rehausse la valeur de l’entreprise et de notre communauté.

Vous ne remplissez pas toutes les exigences ? Veuillez tout de même poser votre candidature si vous pensez être la bonne personne pour le poste. Nous sommes toujours prêts à discuter avec des gens qui adhèrent à notre mission et à nos valeurs.

Vantage Data Centers est un employeur offrant l’égalité des chances.

Vantage Data Centers n’accepte pas les candidatures non sollicitées provenant d’agences de recrutement. Aucun frais ne sera payé si un candidat proposé sans accord préalable est embauché ; ces candidatures seront considérées comme la propriété exclusive de Vantage Data Centers.

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