Human Resources Generalist

Job Summary

The HR Generalist is a full-spectrum member of ASU's HR Service Center, capable of operating across the entire transactional and Tier 1 scope of the employee lifecycle, onboarding and records, benefits and leave administration, help desk and case management, and HR data and compliance. Individual Generalists are assigned a primary functional lane with a documented secondary lane for cross coverage, but every Generalist in this classification is expected to perform the full range of duties below as business needs, staffing gaps, and peak-period volume require. This is an execution and service-delivery role: the Generalist processes, administers, and resolves; questions of strategy, policy interpretation, or complex employee relations are escalated to the HR Business Partner (HRBP) or Service Center Director.

Sponsorship is not available for this position.

Responsibilities

Onboarding & Records

• Own the new hire onboarding lifecycle - I-9/E-Verify completion, background check coordination, personnel file setup, and new employee system provisioning - from offer acceptance through Day One.
• Design and refine the "Day One" experience, identifying opportunities to replace manual paperwork with digital forms and self-service onboarding steps.
• Execute offboarding and separation processing, including exit documentation, personnel file closure, and coordination of final access/asset checklists with IT and Facilities.
• Maintain accurate, audit-ready personnel files and records, performing regular quality checks to catch and correct discrepancies before they compound.
• Serve as a welcoming first HR touchpoint for new employees and their hiring managers, ensuring onboarding feels personal rather than purely transactional.

Benefits & Leave Administration

• Administer benefits enrollment - new hire enrollment, qualifying life events, and open enrollment processing in coordination with the Total Rewards SME on plan design questions.
• Serve as day-to-day vendor liaison for benefits carriers, resolving routine enrollment and claims issues before they become employee frustrations.
• Administer leave-of-absence transactions, including FMLA and ADA accommodation paperwork intake and tracking, and leave-of absence processing from request through return-to-work.
• Track leave balances and compliance timelines with precision, routing interactive-process and eligibility determinations to the appropriate HRBP.
• Guide employees compassionately through enrollment and leave questions, recognizing the personal circumstances - illness, new family members, caregiving - behind them.

Help Desk & Case Management

• Support the HR case management system - intake, categorization, routing, and SLA tracking - whether as the standing queue owner or as a rotation participant.
• Serve as first point of contact for employee and manager HR inquiries submitted via the help desk, phone, walk-in window, or portal, resolving routine requests at first contact.
• Document Tier 1 employee relations intake - gathering initial information and records - and route matters requiring investigation, discipline, or policy judgment to the Service Center Director or HRBP.
• Track case volume and trend data, using it to identify recurring issues worth solving upstream through self-service content or process changes.
• Build and maintain the HR knowledge base, FAQs, how-to guides, and process job aids, and identify opportunities to automate repetitive triage work.

HR Data, Records & Compliance

• Maintain accurate employee data in PeopleSoft (transitioning to Workday HCM), performing regular data audits to catch and correct discrepancies before they compound.
• Process employment verifications and unemployment claims promptly and accurately, recognizing the real-world stakes riding on a quick, correct turnaround.
• Run and distribute routine HR reports (headcount, status changes, compliance trackers) to support the COE and university reporting needs.
• Support compliance recordkeeping tied to EEOC, FLSA, ADA, FMLA, and COBRA, ensuring required notices, forms, and timelines are met, and support internal and external audits with well-organized records.
• Flag data quality or system issues to the Service Center Director and support testing/UAT activities during the Workday HCM implementation.

Service Center Wide Responsibilities

• Participate in the weekly live-coverage rotation for the walk-in window, phones, and shared HR inbox, serving as the unified point of contact during assigned coverage weeks.
• Log every interaction - in person, phone, or email - into the HR case management system to preserve the audit trail and support SLA tracking.
• Route matters requiring investigation, policy judgment, or strategic guidance to the HRBP or Service Center Director rather than resolving them directly.
• Cross-train across all Service Center functional lanes to provide secondary coverage and support flex capacity during peak periods (open enrollment, fall onboarding surge).
• Contribute to the Service Center's shared knowledge base and self-service resources so common questions are answerable without a ticket.
• Perform other duties as assigned.

Required Qualifications

Education: Bachelor's degree in Human Resources, Business Administration, or related field.

Experience: 2-4 years of HR experience spanning transactional or shared-services work such as onboarding, benefits/leave administration, case management, or HRIS data and compliance. An equivalent combination of education and experience may be considered.

Preferred Qualifications

• Experience working in a University or College HR shared-services or service-center environment.
• Experience across multiple HR functional areas (e.g., onboarding, benefits, leave administration, case management, or HRIS data audits); experience with case management/ticketing platforms.