Human Resources Generalist

Position Summary

We are seeking a skilled and driven HR Generalist with 5–7 years of broad human resources experience, including meaningful exposure to the staffing industry or a recruitment agency environment. In this role, you will serve as a strategic HR partner and hands-on practitioner, supporting the full employee lifecycle across multiple client accounts and internal teams. You will bring deep expertise in talent acquisition, workforce planning, compliance, and employee relations—along with the agility and client-service orientation that the staffing world demands.

Key Responsibilities

Talent Acquisition & Workforce Planning

• Manage end-to-end recruiting for exempt and non-exempt roles across multiple business units, leveraging applicant tracking systems (ATS) to streamline sourcing, screening, and selection.
• Partner with client managers and internal stakeholders to forecast staffing needs, develop workforce plans, and build robust talent pipelines.
• Conduct competency-based interviews and coordinate structured selection processes; train hiring managers on interview best practices and legal compliance.
• Develop and maintain relationships with external sourcing channels including job boards, universities, professional associations, and staffing vendors.
• Track and report on key recruiting metrics such as time-to-fill, quality-of-hire, source effectiveness, and retention rates.

Employee Relations & Engagement

• Serve as a trusted resource for employees and managers on all HR matters, including performance management, conflict resolution, disciplinary actions, and separations.
• Conduct thorough workplace investigations and provide clear, documented findings and recommendations in accordance with company policy and applicable law.
• Design and facilitate new hire orientation and onboarding programs that reduce ramp time and foster early engagement.
• Champion diversity, equity, and inclusion initiatives and help embed DEI principles into recruiting, development, and culture-building activities.
• Support employee engagement survey processes, analyze results, and partner with leadership to develop and execute action plans.

HR Compliance & Policy Administration

• Ensure compliance with federal, state, and local employment laws including FLSA, FMLA, ADA, EEOC guidelines, OSHA, and co-employment regulations relevant to staffing arrangements.
• Maintain and update employee handbooks, HR policies, and standard operating procedures; communicate changes effectively across the organization.
• Oversee I-9 and E-Verify compliance, background screening programs, and proper recordkeeping for both direct-hire and temporary/contract workforces.
• Administer leaves of absence (FMLA, ADA, state-mandated), partnering with payroll and benefits to ensure seamless execution.
• Support internal and external audits by preparing documentation and responding to HR-related inquiries.

Staffing & Client Operations

• Manage contingent workforce programs including temporary, temp-to-hire, and contract placements; coordinate with client managers on headcount needs, performance, and transitions.
• Navigate co-employment risk with a practical understanding of joint employer considerations, worker classification, and vendor management best practices.
• Develop and maintain client-specific onboarding protocols, ensuring consistent experiences for placed candidates and compliance with client site requirements.
• Monitor field employee performance, respond to client feedback, and proactively address workforce concerns before escalation.
• Collaborate with Account Management and Business Development teams to support retention of existing client accounts and growth of new partnerships.

HRIS & Reporting

• Maintain data integrity within the HRIS platform; process personnel actions (hires, transfers, promotions, terminations) accurately and on time.
• Generate recurring and ad-hoc HR reports for leadership, including headcount, turnover, time-to-fill, and compensation analysis.
• Identify process improvement opportunities within HR operations and partner with HR technology teams to implement enhancements.

Qualifications

Required

• 5–7 years of progressive HR experience, with at least 2 years in a staffing firm, recruiting agency, or workforce solutions organization.
• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Demonstrated expertise across core HR functions: talent acquisition, employee relations, compliance, onboarding, and HRIS administration.
• Working knowledge of federal and multi-state employment law and a proven track record of managing compliance-sensitive situations.
• Experience supporting a dual workforce (direct-hire employees and contingent/contract workers) with an understanding of co-employment dynamics.
• Proficiency with ATS platforms (e.g., Bullhorn, Greenhouse, iCIMS, or similar) and HRIS systems (e.g., Workday, ADP, UKG/Kronos).
• Strong interpersonal and communication skills with the ability to build relationships across all levels of an organization and with external clients.
• High degree of professionalism, discretion, and integrity in handling confidential information.

Preferred

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience in high-volume recruiting environments across industries such as manufacturing, logistics, healthcare, or professional services.
• Familiarity with vendor management systems (VMS) such as Fieldglass, Beeline, or IQNavigator.
• Exposure to light industrial, administrative, or technical staffing verticals.
• Experience with compensation benchmarking and salary banding in a variable-rate staffing model.