HR Generalist

Description

 The Human Resources Generalist keeps Homewise's People function running well. You'll handle compensation benchmarking, own HR data and dashboards, keep the employee handbook current with changing employment law, and make sure Homewise's HR systems are audit ready. Reporting to the Director of Human Resources, you'll recommend salary bands, lead benefits strategy, build reports that show workforce trends, and design the policies and onboarding programs that shape the employee experience. The role suits someone who takes real satisfaction in the behind-the-scenes side of HR — the work that makes sure everyone at Homewise is supported by systems, policies, and pay practices that are fair, current, and well thought out. 

You'll Be a Great Fit If:

• You're the kind of HR professional who's genuinely interested in data. 
• You're a systems and process person. 
• You can write policy, an engagement email, or a staff survey with the organization's voice but without losing your own. 
• You take compliance seriously without becoming bureaucratic. 
• You can operate with real autonomy in your own areas of ownership while supporting the Director on the broader strategy.
• You bring HR generalist experience — ideally three or more years, with hands-on responsibility for compensation, benefits, compliance, or HR data. Nonprofit or mission-driven experience is a plus but not required.
• You're comfortable in employee relations.
• You want to be part of building an organization where employees thrive because the policies, systems, and total rewards behind them are thought through and fair.
• You're tech savvy and you bring order to systems without being asked.

What You'll Be Doing

• Ensuring HR files, records, and systems are accurate and audit-ready, and partnering with leadership to identify and mitigate HR-related risk.Coordinating benefits administration and enrollment — including analysis, process improvement, and ensuring a competitive and compliant employee experience.
• Building and maintaining HR dashboards and reporting on workforce metrics (turnover, time-to-hire, engagement, compensation equity) and serving as the system owner for HR platforms.
• Developing, maintaining, and communicating HR policies — including the employee guidebook — and monitoring federal, state, and local employment law changes for needed updates.
• Managing the administrative side of the performance review process.
• Coordinating pre-employment tasks (paperwork, background checks), supporting recruitment for senior and specialized roles, and continuously improving onboarding programs.
• Supporting employee relations matters alongside the Director — investigations, documentation, and case files — and partnering on engagement initiatives, recognition, and staff meetings.
• Conducting compensation benchmarking and market analysis, developing salary band recommendations, and advising leadership on pay equity and market positioning.

Requirements

  Competencies 

• Analytical Thinking: Translates workforce data into actionable recommendations for leadership.
• Compensation & Total Rewards Expertise: Deep knowledge of compensation benchmarking, benefits strategy, and market analysis.
• Compliance Expertise: Strong command of employment law and HR regulatory requirements.
• Policy Leadership: Skilled at developing and communicating policies that balance compliance and culture.
• Initiative & Strategic Contribution: Proactively identifies opportunities and brings well-developed recommendations to leadership.
• Confidentiality & Integrity: Maintains discretion and builds organizational trust.
• Communication: Clearly conveys complex HR topics to diverse audiences, written and verbal.
• Organizational Skills: Strong planning, prioritization, and attention to detail.

Education and Experience 

• Bachelor’s degree or equivalent preferred. 
• Minimum 7 years of Human Resources experience, with demonstrated expertise in compensation analysis, benefits strategy, and HR compliance.
• Minimum 5 years in a leadership position. 
• Experience with HR analytics tools and HRIS systems preferred.
• PHR or SHRM-CP desired.