HR Generalist

The Human Resources Generalist conducts the day-to-day Human Resources operations of the organization under the leadership of the Director of Human Resources. This role administers core HR functions including benefits administration, leave management, payroll support, policy implementation, employee relations, performance management, corrective action processes, staff engagement initiatives, and employee training programs.

The Human Resources Generalist serves as a key resource for employees and managers while ensuring compliance with employment laws, organizational policies, and HR best practices. Strategic oversight and final authority remain with the Director of Human Resources

ESSENTIAL FUNCTIONS

Reasonable Accommodations Statement

To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.

Essential Functions Statement(s)

General Human Resources Operations

- Support implementation of HR strategies and initiatives developed by the Director of Human Resources.
- Serve as a primary point of contact for employee and manager HR inquiries.
- Provide guidance on employee relations matters and escalate complex issues as appropriate.
- Maintain accurate employee records, personnel files, and HRIS data.
- Ensure compliance with federal, state, and local employment laws and regulations.
- Assist with HR reporting, audits, and recordkeeping requirements.

Performance Management & Corrective Action Oversight

- Administer the organization-wide employee evaluation process under the guidance of the Director of Human Resources.
- Develop and maintain evaluation schedules and ensure timely completion of annual and probationary reviews.
- Provide managers with evaluation tools, templates, and guidance.
- Review evaluations for consistency, accuracy, and compliance with organizational standards.
- Manage, track, and monitor Performance Improvement Plans (PIPs) and Corrective Action Plans (CAPs).
- Guide managers through corrective action processes and documentation requirements.
- Ensure required timelines, documentation, and follow-up meetings are completed.
- Monitor outcomes and report trends and recommendations to the Director of Human Resources.

Benefits Administration & Leave Management

- Administer employee benefits programs including medical, dental, vision, disability, retirement (403(b)), and supplemental benefits.
- Facilitate leave requests and ensure required documentation is completed and maintained.
- Coordinate benefits enrollments, qualifying life event changes, and open enrollment activities.
- Serve as liaison between employees and benefits providers.
- Address employee benefits inquiries and resolve benefit-related issues.

Support compliance with ACA, COBRA, FMLA, and other applicable regulations.

Payroll Support & Administration

- Coordinate payroll processing with payroll vendors, the Director of Human Resources, and the Director of Finance.
- Review timekeeping and attendance records for accuracy.
- Assist with payroll audits and discrepancy resolution.
- Ensure compliance with wage and hour laws and payroll regulations.
- Maintain payroll records and documentation.

Policy Implementation & Development Support

- Assist in drafting, updating, and communicating HR policies and procedures.
- Support employee handbook updates and distribution.
- Ensure policy acknowledgment forms are completed and maintained.
- Monitor compliance with organizational policies and procedures.
- Assist with audit preparation and regulatory reporting activities.

Staff Engagement & Workplace Culture

- Coordinate employee engagement, recognition, and appreciation initiatives.
- Assist with employee surveys and staff feedback efforts.
- Support employee retention and workplace culture initiatives.
- Promote diversity, equity, inclusion, and belonging (DEIB) initiatives.

Trauma-Informed Workplace Efforts

- Support implementation of trauma-informed workplace practices.
- Coordinate trauma-informed training opportunities and educational programs.
- Collaborate with leadership to support staff well-being initiatives.
- Reinforce practices that promote psychological safety and employee wellness.

Training & Professional Development

- Coordinate organization-wide training programs and compliance requirements.
- Maintain training records and compliance documentation.
- Support leadership development and employee growth initiatives.
- Track completion of mandatory training requirements.

POSITIONS QUALIFICATIONS

Competency Statement(s) & Required Behaviors:

- Employee Relations
- Communication Skills
- Confidentiality and Professionalism
- Conflict Resolution
- Organizational Skills
- Customer Service Orientation
- Compliance and Attention to Detail
- Problem Solving
- Relationship Building
- Time Management
- Adaptability
- Teamwork and Collaboration

SKILLS & ABILITIES

Education:

- Bachelor’s degree in Human Resources, Business Administration, or a related field required.

Experience:

- Minimum of three (3) to five (5) years of progressive Human Resources experience.
- Experience administering benefits, leave management, and payroll coordination.
- Experience supporting employee relations and performance management processes preferred.

Certification & Licenses:

- SHRM-CP, PHR, or equivalent Human Resources certification preferred.

Other Requirements:

- Knowledge of federal, state, and local employment laws.
- Strong interpersonal, communication, and conflict resolution skills.
- Ability to maintain confidentiality and handle sensitive information.
- Experience using HRIS, payroll, and benefits administration systems.
- Strong organizational and time management skills.
- Proficiency in Microsoft Office applications.

Benefits:

Salary : $70,000 - $80,000