Human Resources Generalist

POSITION: Human Resources Generalist

STATUS: Non-Exempt 

PAY RANGE: $28 - $33 per hour

SUPERVISOR: Human Resources Director

Summary

The Human Resources Generalist is responsible for managing day-to-day HR operations and serving as a trusted HR advisor to employees and managers. This position owns core HR functions, including employee relations support, leave administration, workers’ compensation coordination, unemployment claims, recruitment, onboarding/offboarding, performance management support, payroll review, compliance tracking, HRIS administration, and employee life-cycle documentation. The HR Generalist is expected to exercise sound judgment, apply working knowledge of California and federal employment laws, resolve complex HR matters, and identify issues that require escalation to the Director of Human Resources. This role provides practical guidance to supervisors, ensures timely and accurate HR documentation, maintains audit-ready records, and helps strengthen HR processes, compliance systems, and employee support across the organization.

Responsibilities

Employee Relations & Manager Support

• Serve as the primary HR contact for routine to moderately complex employee relations matters, including attendance, conduct, policy interpretation, workplace concerns, documentation, and performance follow-up.
• Advise supervisors on appropriate documentation, preparation of corrective actions, employee communication, attendance management, and performance expectations.
• Review, draft, and maintain performance counseling documents, written warnings, performance improvement plans, investigation notes, and termination-related documentation.
• Conduct routine employee relations fact-finding, gather relevant documentation, prepare summaries, and recommend appropriate next steps.
• Identify and escalate high-risk matters involving protected leave, disability accommodations, harassment, discrimination, retaliation, workplace violence, serious misconduct, wage-and-hour concerns, or potential legal exposure.
• Maintain accurate employee relations logs, case notes, supporting documentation, and follow-up records.

Leave of Absence, ADA & Accommodation Support

• Manage routine leave administration processes, including FMLA, CFRA, PDL, sick leave, vacation, SDI/PFL coordination, and other applicable leave programs.
• Provide required notices, forms, deadlines, and status updates to employees and supervisors.
• Track leave dates, certification deadlines, return-to-work documentation, restrictions, extensions, benefit continuation, and leave exhaustion timelines.
• Coordinate documentation and communication related to the interactive process and accommodation requests.
• Prepare leave and accommodation summaries for Director review when matters involve complex restrictions, leave exhaustion, denials, undue hardship considerations, or separation risk.

Workers’ Compensation, Safety & Unemployment

• Manage workers’ compensation intake, first reports of injury, claim documentation, employee communication, carrier/broker follow-up, and modified duty tracking.
• Monitor work restrictions, return-to-work releases, claim status, and related communications.
• Support workplace injury investigations and maintain documentation needed for OSHA and safety-related reporting.
• Prepare unemployment claim responses, gather supporting documentation, coordinate hearing preparation, and represent or assist with routine unemployment matters as assigned.
• Escalate complex workers’ compensation, retaliation, accommodation, leave, or termination-related claims to the Director.

Recruitment, Onboarding & Employee Life Cycle

• Own full-cycle recruitment for assigned positions, including job postings, screening, interview coordination, hiring manager communication, reference checks, offer preparation, and candidate follow-up.
• Advise hiring managers on consistent, compliant, and timely hiring practices.
• Partner with the HR Specialist to ensure onboarding checklists, employee files, HRIS profiles, background checks, required documentation, and orientation materials are complete and accurate.
• Coordinate offboarding processes, including exit documentation, final pay information, benefit notices, equipment return, access removal, and exit interview tracking.
• Monitor employee life-cycle changes to ensure timely and accurate HRIS updates.

Performance Management & Training Support

• Administer assigned portions of the performance evaluation process, including tracking completion, communicating deadlines, supporting managers, and maintaining HRIS documentation.
• Advise managers on probationary reviews, 90-day reviews, corrective action follow-up, and performance documentation.
• Support the Director with manager training materials, HR communications, process rollouts, and policy implementation.
• Identify recurring manager support needs and recommend training, tools, templates, or process improvements.

Compliance, Policy & Audit Support

• Maintain audit-ready HR records for personnel files, I-9s, onboarding, payroll changes, training, benefits, leave, corrective actions, and separations.
• Conduct routine audits of employee files, HRIS data, payroll records, training records, benefits documentation, and compliance tracking tools.
• Support preparation of documentation for EEO-1, OSHA 300/300A, ACA, 5500, and other required filings as applicable.
• Monitor HR compliance deadlines and ensure required follow-up is completed on time.
• Assist with policy updates, handbook acknowledgments, employee communications, and HR procedure rollouts.
• Maintain confidential HR records in accordance with applicable retention standards and organizational expectations.

Benefits & Employee Support

• Provide employees with general benefits information and coordinate with vendors, brokers, or carriers when needed.
• Support open enrollment preparation, employee communication, enrollment tracking, and follow-up.
• Process and track changes to benefits related to new hires, qualifying life events, separations, COBRA notices, and leave-related benefit continuation.
• Support employee engagement, recognition, survey, and retention-related initiatives.

HRIS Support

• Maintain accurate HRIS data related to job changes, compensation changes, supervisor changes, status changes, leave status, corrective actions, separations, and other employee life-cycle events.
• Generate routine HRIS reports and assist with audits related to employee data, payroll records, compliance documentation, and personnel files.
• Identify HRIS data issues, recommend process improvements, support workflow testing, and maintain system documentation.
• Assist the Director with workforce reporting, compliance tracking, and HR metrics as assigned.

Other Duties

• Perform additional HR-related duties as assigned to support departmental needs, compliance requirements, employee experience, and organizational operations.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. Equivalent HR experience may be considered in lieu of a degree.
• Minimum of 2 years of progressively responsible HR experience required; 3 or more years preferred.
• Experience independently supporting employee relations, leave administration, workers’ compensation, unemployment, recruitment, onboarding, HRIS administration, payroll review, and compliance tracking.
• Knowledge of California and federal employment laws, including wage and hour, protected leave, disability accommodation, harassment prevention, retaliation, employee documentation, and termination practices.
• Demonstrated ability to advise managers, prepare HR documentation, identify risk, and escalate complex matters appropriately.
• Experience with HRIS systems required; experience with Workforce Go, UKG, or similar systems preferred.
• Strong written communication, documentation, follow-through, discretion, and attention to detail.
• Ability to manage confidential information and sensitive employee matters professionally.
• Proficiency in Microsoft Office Suite required; Excel, SharePoint, Teams, and reporting experience preferred.
• SHRM-CP, PHR, or the ability to obtain certification within one year is preferred.