Human Resources Generalist

SUMMARY:

The Human Resources Generalist is a hands-on position that helps facilitate the overall mission of the Human Resources Department. The HR Generalist works with the Director of Human Resources to provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity, accountability, and employee engagement. The HR Generalist is responsible for providing comprehensive Human Resources services throughout the organization, including recruitment, onboarding, payroll administration, employee relations, benefits administration, compliance, training, HRIS management, licensing research and personnel records administration. The Human Resources Generalist reports directly to the Director of Human Resources.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

1. Human Resources Administration

• Assist with the development, implementation, and administration of Human Resources programs, policies, procedures, and initiatives.
• Prepare periodic reports, dashboards, and workforce metrics for leadership.
• Participate in staff meetings, leadership meetings, and professional development opportunities as assigned.
• Maintain personnel records and ensure all employee files remain current, accurate, and compliant.
• Process employee status changes including new hires, transfers, promotions, salary changes, leaves of absence, and terminations.
• Coordinate employee recognition and engagement initiatives.
• Notify employees and supervisors regarding expiring licenses, certifications, trainings, TB tests, evaluations, and other compliance requirements.
• Assist with annual performance evaluations and performance management processes.
• Respond to employee inquiries regarding policies, payroll, benefits, and employment matters.
• Assist with internal and external audits and regulatory reporting requirements.
• Perform additional duties as assigned.

2. Recruitment, Talent Acquisition & Onboarding

·Manage the full-cycle recruitment process from approved requisition through employee onboarding.

·Develop and maintain recruitment strategies to attract qualified candidates for all positions throughout the organization.

·Ensure all approved vacancies are actively recruited and filled in a timely manner.

·Maintain an average time-to-fill of 30 calendar days or less for all approved positions unless otherwise authorized by the Director of Human Resources.

·Monitor recruitment metrics including vacancy aging, candidate pipelines, source effectiveness, interview-to-offer ratios, and time-to-fill benchmarks.

·Provide weekly recruitment status reports to leadership identifying open positions, recruitment progress, anticipated hire dates, and barriers to filling vacancies.

·Coordinate all candidate screening activities including resume review, phone screening, interview scheduling, interview coordination, and candidate communications.

·Conduct and document all required pre-employment verifications internally prior to extending final employment offers, including:

• Employment verification-Review the outside vendor report to ensure completion
• Professional/Personal reference checks-Ensure the outside vendor has completed two reference checks
• Education verification-Review the outside vendor report to ensure completion
• Ensure any changes in posting or positions are reviewed with the COO/HRD
• Ensure all internal transfers are review by the HRD prior to interview
• Degree verification-Review the outside vendor report to ensure completion
• Certification verification
• Professional license verification
• Motor vehicle record checks, when applicable-Review the outside vendor report to ensure the driver record falls within the insurance's acceptable parameters
• Other credentialing or qualification verification required for the position

·Coordinate criminal background screenings, fingerprinting, and drug testing processes and ensure all results are reviewed and documented prior to hire.

·Maintain complete recruitment and credentialing files in accordance with organizational policy and regulatory requirements.

·Ensure all new hire documentation, onboarding requirements, and employment eligibility requirements are completed prior to the employee's start date.

·Coordinate and facilitate new employee equipment, welcome letter, and onboarding activities.

·Maintain compliance with all federal, state, accreditation, and contractual hiring requirements.

·Ensure all data systems are updated with new employee information, and phone is operational

·Maintain the Organization Chart and phone listing current

3. Payroll Administration (Back-Up only)

• Process bi-weekly payroll accurately and timely (when applicable).
• Review payroll audit reports and trial registers.
• Process payroll adjustments, corrections, voids, reversals, and off-cycle payroll transactions.
• Ensure compliance with federal and state wage and hour laws.
• Generate and distribute monthly, quarterly, and annual payroll reports.
• Reconcile payroll-related discrepancies and resolve employee payroll concerns.
• Maintain payroll records and support documentation.

4. HRIS & Data Management

• Maintain and administer all Human Resources Information Systems (HRIS).
• Ensure accurate employee data entry and record maintenance in systems including Datis and other organizational databases.
• Maintain tracking systems for:
• Licenses
• Certifications
• Degrees
• Compliance requirements
• Training records
• Credentialing documentation
• Generate reports to support operational, compliance, and strategic workforce initiatives.

5. Benefits Administration (support function as needed)

• Administer employee benefit programs including enrollment, changes, and terminations.
• Facilitate benefit orientations and annual open enrollment activities.
• Assist employees with benefit-related questions and issue resolution.
• Coordinate communication with benefit vendors and brokers.
• Recommend benefit enhancements that support recruitment, retention, and employee satisfaction.

6. Employee Relations

• Assist in developing and implementing Human Resources policies and procedures.
• Promote positive employee relations and employee engagement.
• Advise managers and employees on policy interpretation and workplace issues.
• Conduct employee relations investigations and document findings.
• Assist management with progressive discipline processes.
• Support performance improvement planning and corrective action processes.
• Review employment separation recommendations for compliance and consistency.
• Coordinate exit interviews and analyze trends.
• Maintain confidentiality regarding employee matters and investigations.

7. Compliance, Leave Administration & Risk Management (Back-Up only)

• Administer and monitor compliance with:
• FMLA
• ADA
• FLSA
• EEO
• OSHA
• ERISA
• Workers' Compensation regulations
• State and Federal labor laws
• Manage FMLA administration and employee leave tracking.
• Process and manage workers' compensation claims (support function as needed)
• Process and manage unemployment claims.
• Maintain OSHA logs and workplace safety reporting requirements.
• Assist with government reporting and regulatory compliance audits.
• Minimize organizational exposure through proactive compliance monitoring.

8. Training & Development

• Assist in the development and implementation of Human Resources training programs as needed.
• Coordinate new employee orientation and onboarding training.
• Support management development initiatives.
• Assist with performance management and employee development programs.
• Coordinate external training opportunities and educational resources (as needed).
• Track training completion and effectiveness.
• Assist with administration and monitoring of training.

9. Compensation Administration (Back-Up only)

• Assist with wage and salary administration.
• Conduct market compensation research and benchmarking.
• Participate in annual compensation reviews and salary surveys.
• Monitor compensation practices for competitiveness, equity, and compliance.
• Support implementation of pay structures, salary bands, and incentive programs.

10. Organizational Development

• Support workforce planning, succession planning, and talent development initiatives.
• Assist with employee engagement surveys and organizational assessments.
• Participate in organizational change management initiatives.
• Support communication strategies that enhance organizational culture.
• Assist leadership in identifying workforce trends and development opportunities.
• Participate in company committees related to safety, wellness, culture, and employee engagement.
• Keep the Director of Human Resources informed of significant organizational risks and workforce concerns.

The Human Resources Generalist assumes other responsibilities/duties as assigned.

Key Performance Indicators (KPIs):

Recruitment & Staffing

• Average time-to-fill vacancies maintained at 30 calendar days or less.
• 100% completion of required pre-employment verifications prior to hire.
• Weekly recruitment status reports submitted timely and accurately
• Tracker up to date daily.

·Hiring manager satisfaction score: = 4.0/5 (survey-based)

·Biweekly visits to all programs and report on any issues to the DHR

Compliance

• 100% compliance with required licensure, certification, and credential tracking prior to start.
• Timely completion of regulatory reporting requirements as applicable.

·Personnel file compliance rate: 100% complete and audit-ready

·Credential tracking compliance: 100% up-to-date licenses/certifications

·Background check completion before hire: 100% , and at 5 yr rescreen

·Audit findings attributable to HR errors: 0-minimal

Payroll

• Payroll processed accurately and timely with minimal corrections (back-up when needed).
• Payroll discrepancies resolved within established timeframes(back-up when needed).

Employee Relations

• Timely resolution of employee concerns and investigations and documented.
• Initial Response Time- 24-48 hours (business day)
• Documented and resolved within 10 business days
• Consistent administration of policies and disciplinary processes.
• Exit interview completion rate: = 85-90%

HR Operations (HRIS & Data Accuracy)

• HRIS data accuracy maintained at 98% or greater.
• Data entry error rate: = 1-2%
• Record update turnaround time: = 48-72 hours from change request
• Report accuracy (internal audits): = 98-100%

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Education

• Bachelor's Degree from an accredited university in Business or Human Resources or related field or applicable experience.
• PHR or SHRM-CP certification preferred.
• Minimum 5 years' relevant Human Resource Management experience.
• Specialized training or experience in employment law, compensation, payroll systems, benefits, employee relations, organizational planning, organization development, safety, training, and preventive labor relations, preferred.

KNOWLEDGE AND SKILLS:

• Knowledge of the principles and practices of Human Resources and governmental rules, regulations and procedures, including OSHA regulations and the Workers' Compensation claims management process.
• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Above average oral and written communication skills.
• Excellent interpersonal and coaching skills.
• Demonstrated ability to coach and develop team members through the company.
• Excellent computer skills in a Microsoft Windows environment. Must include Excel and skills in database management and record keeping.
• General knowledge of various employment laws and practices.
• Experience in the administration of benefits and compensation programs and other Human Resources programs.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills.

Licensure

Valid Florida Driver's License and good driving record without 1 or more "Type A" violations or any three or more "Type B" violations.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential duties and responsibilities of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities. While performing this job, one typically spends time sitting, walking, standing, carrying, lifting up to 10 pounds, listening, speaking, typing, reading, and writing.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential duties and responsibilities of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties and responsibilities.

The work environment is that of a substance abuse treatment milieu which may include:

§Exposure to clients infected with Hepatitis B, HIV, TB, or other Infectious Diseases

§Business-related travel will be required