HR Generalist

Position Summary

The Human Resources Generalist is responsible for managing the day-to-day delivery of human resources services and ensuring consistent administration of HR policies, procedures, and programs. This role manages talent acquisition and onboarding, employee relations, compensation and benefits administration, payroll coordination, compliance, performance management, HR technology, employee engagement, and employee development activities. The Human Resources Manager works closely with department managers and employees to provide responsive HR support, maintain accurate records, promote a positive workplace culture, and ensure HR processes are completed accurately and on time.

Essential Duties and Responsibilities

Employee Relations and Leave Administration Serve as first-line resource for employee and manager HR questions requiring policy interpretation. Conduct routine fact-finding, document employee concerns, assist investigations and elevate high-risk matters to the HR Director. Administer FMLA and other leave cases, track deadlines and coordinate accommodation documentation and interactive-process steps under Director oversight. Coach managers on attendance, documentation, performance conversations and consistent policy application.

Recruitment, Onboarding and Employee Lifecycle Manage assigned requisitions, applicant screening, interview coordination, offers and hiring manager communication. Oversee onboarding and offboarding workflows, ensuring timely documentation and smooth employee transitions. Coordinate performance review cycles, employee changes, recognition activities and manager training logistics.

Benefits, Payroll and Compliance Administer benefits enrollment, life events, employee questions, vendor follow-up and routine reconciliations. Prepare and validate payroll inputs, timekeeping corrections, employee changes and related reports with Finance. Audit HRIS, personnel files, Form I-9 compliance, leave records and assigned workforce data; resolve discrepancies. Draft standard operating procedures, identify recurring issues and recommend process improvements.

Reporting and Collaboration
Maintain HR trackers, operational dashboards and recurring metrics for Director review. Provide daily workflow guidance and quality review for HR Administrator work without assuming Director-level final authority. Escalate sensitive legal, executive, compensation-policy and precedent-setting decisions to the HR Director

Expectations and Success Measures
Maintain an annual HR work plan and calendar to ensure recurring HR activities, deadlines, and compliance requirements are completed on time. Complete required federal, state, and local employment compliance activities and reports accurately and on time. Deliver a positive employee experience through responsive service, timely issue resolution, and effective communication. Maintain accurate HR, payroll, and personnel records with strong confidentiality and data integrity practices. Improve the consistency and timeliness of recruiting, onboarding, employee relations, and other HR services through ongoing process improvement. Provide managers with practical coaching and training on HR policies, performance documentation, and employee relations practices. Maintain clear, documented, and repeatable HR procedures that support accurate and consistent service delivery.

Management Competencies
O perational Planning and Prioritization
Emotional Intelligence and Relationship Management
Team Supervision and Staff Development
Adaptability and Change Support
Decision-Making and Sound Judgment
Clear and Professional Communication
Collaboration and Cross-Functional Coordination
Conflict Resolution and Employee Relations
Accountability, Follow-Through, and Attention to Detail
Integrity, Confidentiality, and Professional Ethics

Technical and Functional Competencies

Working knowledge of employment laws and regulatory requirements (FLSA, ADA, FMLA, EEO, HIPAA, OSHA, COBRA, ACA, and related regulations). Compensation and benefits administration. Recruitment, selection, and onboarding. HRIS, payroll, reporting, and HR technology administration. Performance management, corrective action, and employee training. Policy administration, workplace investigations, and employee relations management. Project coordination and process improvement. HR metrics, routine reporting, and data analysis. Physical Demands and Work Environment The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk or hear. The employee frequently is required to use hands or fingers, handle or feel objects, tools, or controls. The employee is frequently required to stand; walk; sit; and reach with hands and arms. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is usually low to moderate.