Human Resources Generalist

PEPL has been engaged to place a HR Generalist for a growing company located in Atlanta, GA. This is an onsite, temp-to-perm role. The Human Resources Generalist serves as a strategic and operational partner to leaders and associates across the organization. This position is responsible for supporting the full spectrum of human resources functions, including employee relations, talent acquisition, performance management, payroll support, compliance, workforce analytics, training and development, and associate engagement.

The HR Generalist acts as a trusted advisor to managers, providing coaching and guidance on

human resources best practices, employment law compliance, performance management,

associate relations, and organizational effectiveness. The role balances strategic HR

partnership with hands-on execution to support organizational goals and foster a positive

workplace culture.

Essential Duties and Responsibilities:

Human Resources Business Partnership

• Partner with department leaders to provide guidance and support on employee relations,

performance management, workforce planning, and organizational effectiveness.

• Coach managers on HR best practices, leadership skills, documentation standards,

progressive discipline, conflict resolution, and employment law compliance.

• Assist leaders in addressing workplace concerns, performance issues, attendance concerns,

and policy violations.

• Support the implementation of HR initiatives that drive engagement, retention, productivity, and

organizational culture.

• Serve as a resource for associates regarding policies, procedures, benefits, and workplace

concerns.

• Promote a culture of accountability, respect, inclusion, and service excellence based on our

company values.

Talent Acquisition and Onboarding

• Support the full-cycle recruitment process, including sourcing, screening, interviewing,

selection, and onboarding as needed.

• Partner with Recruiter and hiring managers to identify staffing needs and help develop

effective recruitment strategies.

• Facilitate new hire orientation and onboarding programs to ensure a positive associate

experience.

• Monitor recruitment metrics and recommend process improvements to reduce vacancies and

improve quality of hire.

• Assist with employment branding and workforce planning initiatives.

Associate Relations

• Respond to associate concerns and conduct preliminary investigations as assigned.

• Facilitate conflict resolution and assist in maintaining positive employee relations.

• Provide guidance on company policies, procedures, and workplace expectations.

• Support corrective action processes and ensure consistency in application across

departments.

• Maintain confidentiality and exercise sound judgment in handling sensitive matters.

• Assist with associate engagement initiatives, recognition programs, and retention strategies.

Performance Management and Leadership Support

• Support the administration of performance management programs and annual review

processes.

• Coach managers on goal setting, performance conversations, documentation, and

development planning.

• Monitor performance trends and identify opportunities for improvement.

• Assist with succession planning and talent development initiatives.

• Support leadership development programs and organizational training efforts.

Payroll Administration and HR Operations

• Provide payroll support as needed, ensuring accuracy, timeliness, and compliance with

applicable regulations.

• Coordinate payroll-related activities including status changes, wage adjustments, deductions,

and timekeeping issues.

• Partner with Payroll, Finance and department leaders to ensure accurate labor reporting and

payroll processing.

• Maintain HRIS records and ensure data integrity across systems.

• Support campus audits and reporting requirements.

Workforce Analytics and Reporting

• Compile, analyze, and interpret workforce data to support informed decision-making.

• Prepare regular and ad hoc reports related to turnover, vacancies, retention, recruiting

effectiveness, labor costs, overtime, attendance, workers' compensation, and other key HR

metrics.

• Identify workforce trends and recommend strategies to improve retention, engagement,

staffing levels, and operational effectiveness.

• Assist in developing HR dashboards and performance metrics for leadership review.

• Monitor compliance-related reporting and ensure timely submission of required reports.

Compliance and Risk Management

• Ensure compliance with all federal, state, and local employment laws and regulations.

• Maintain accurate and compliant personnel files, I-9 records, licensure records, and other

employment documentation.

• Conduct routine audits of personnel records, HR processes, and compliance programs.

• Assist with policy development, updates, and communication.

• Support leave administration, including FMLA, ADA accommodations, workers' compensation,

and other protected leaves.

• Participate in investigations and corrective actions related to compliance matters.

Training and Organizational Development

• Identify training needs and coordinate learning opportunities for associates and leaders in

conjunction with the Training and Development team.

• Facilitate HR-related training programs including policy education, harassment prevention,

leadership development, and compliance training.

• Support career development and succession planning initiatives.

• Evaluate training effectiveness and recommend improvements.

Benefits Administration

• Assist with benefits administration, enrollment, life events, and annual open enrollment

processes.

• Educate associates regarding benefit offerings and available resources.

• Coordinate with benefit vendors to resolve issues and ensure quality service.

• Support wellness and associate well-being initiatives.

Leadership and Team Support

• Supervise, coach, and support the HR Coordinator.

• Assist with special projects, organizational initiatives, and process improvement efforts.

• Contribute to continuous improvement of HR programs, systems, and service delivery.

• Perform other duties as assigned.

Required Qualifications

• Five (5) or more years of progressive Human Resources experience in a Generalist, Human

Resources Business Partner, Employee Relations, or related role.

• Strong working knowledge of employment laws and HR best practices.

• Experience advising and coaching managers on employee relations and performance

management issues.

• Experience handling sensitive and confidential information with discretion and professionalism.

• Strong analytical, problem-solving, and decision-making skills.

• Excellent verbal, written, interpersonal, and presentation skills.

• Proficiency with HRIS systems, payroll systems, Microsoft Office Suite, and workforce

reporting tools.

Preferred Qualifications

• Degree in Human Resources, Business Administration, Organizational Development, or a

related field.

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

• Experience in healthcare, senior living, hospitality, or service-based organizations.

• Experience with workforce analytics, dashboard development, and HR metrics reporting.

• Payroll processing experience.

Physical Requirements and Working Conditions

• Primarily works in an office environment with frequent interaction throughout the community.

• Must be able to walk throughout the campus and visit various departments regularly.

• Ability to sit, stand, walk, bend, and lift up to 20 pounds occasionally.

• Ability to manage multiple priorities in a fast-paced environment.

• Must maintain confidentiality and professionalism at all times.

Core Competencies

• Business Partnership

• Employee Relations

• Leadership Coaching

• Workforce Analytics

• Payroll Administration

• Compliance Management

• Communication and Positive Influence

• Problem Solving and Decision Making

• Relationship Building

• Organizational Agility

• Confidentiality and Professional Judgment

• Service Excellence