Human Resources Generalist

Company Description Plaid Enterprises, founded in 1976 and based in Georgia, is a leading manufacturer and curator of creative products for makers, artists, and educators worldwide. The company is known for its commitment to high-quality, USA-made goods and its focus on innovation, education, and community. Plaid’s portfolio includes iconic brands such as Mod Podge®, Arteza®, FolkArt®, Apple Barrel®, Delta Ceramcoat®, Martha Stewart®, and Bucilla®. Through tools, products, tutorials, and inspiration, Plaid helps millions of creators bring their ideas to life. More information is available at PlaidOnline.com.

The Human Resources Generalist (HRG) will own and execute the day-to-day Human Resources operations that keep Plaid’s Human Resources function running accurately, consistently, and proactively. This is a hands-on role for someone who can manage tactical Human Resources execution while also thinking ahead, identifying gaps, and improving how work gets done.

This role is critical to allowing the Vice President, Corporate Compliance to remain focused on strategic people leadership by ensuring day-to-day Human Resources operations are organized, accurate, proactive, and completed with minimal direction. This is not a narrow Human Resources role. The Human Resources Generalist will bring structure to the Human Resources function, strengthen recurring processes, support current team responsibilities, and be capable of directly owning work across the employee lifecycle as business needs evolve.

Key Responsibilities:

Payroll, Benefits & HRIS Administration:

• Administer payroll and employee data through Paylocity, ensuring changes, deductions, bonuses, commissions, time records, and other inputs are accurate and submitted on time.
• Serve as the primary administrator and employee contact for Paylocity payroll, benefits, leave, and HRIS questions; coordinate with Paylocity representatives to resolve issues.
• Maintain accurate employee records and support benefits enrollment, qualifying life events, and annual renewal activities.
• Own new-hire and contractor onboarding, including agreements, required forms, system access, orientation coordination, and completion tracking.
• Prepare daily and monthly journal entries in accordance with established accounting policies
• Perform complex payroll account reconciliations, research discrepancies, and resolve variances.
• Support month-end, quarter-end, and year-end close processes.

Employee Lifecycle, Audit & Compliance:

• Support employee relations and respond to questions regarding policies, leave, payroll, benefits, compensation changes, and workplace matters with discretion and consistency.
• Coordinate employee changes and offboarding, including documentation, final-pay inputs, benefits notifications, access removal, and company property return.
• Conduct routine audits of personnel files, payroll data, agreements, acknowledgments, and required records; follow up promptly on missing or inaccurate documentation.
• Help maintain compliance with applicable employment laws, company policies, record-retention requirements, and internal procedures, escalating complex matters as appropriate.
• Support Vice President, Corporate Compliance with the coordination and collection of documents for all internal and external compliance audits.

HR Documentation, Systems & Process Improvement:

• Maintain organized, confidential, and audit-ready employee and contractor files, templates, trackers, and HR records in accordance with access and retention requirements.
• Manage HR workflows and recurring tasks ensuring deadlines, approvals, and follow-ups are visible and completed.
• Create and update HR policies, procedures, forms, guides, and self-service resources for employees and managers.
• Support performance review cycles, HR reporting, training coordination, and continuous improvement of people processes.

Employee Engagement:

·       Assist with the design and implementation of employee engagement initiaves that foster a deep sense of connection, commitment, and satisfaction among employees utilizing surveys, feedback loops, and wellness programs to ensure employees feel valued and heard.

·       Assist the DHR by overseeing the performance management lifecycle—guiding employees through goal setting, constructive feedback mechanisms, and regular evaluations.

Requirements:

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred, or an equivalent combination of education and relevant experience.
• 3–5 years of progressive HR experience, preferably in a generalist, coordinator, or people-operations role supporting multiple HR functions. Must have some basic accounting experience with journal entries and account reconciliation.
• Hands-on experience with payroll, employee onboarding, recruitment, HR compliance, personnel records, and contractor administration.
• Experience with Paylocity or a similar HRIS/PEO platform; familiarity with AI and Microsoft tools, is strongly preferred.
• Strong organizational skills, attention to detail, sound judgment, and the ability to manage competing deadlines with limited oversight.
• Excellent written and verbal communication skills, with the discretion required to handle confidential employee and business information.
• Working knowledge of federal and state employment practices and the ability to research or escalate compliance questions appropriately.
• Proactive, service-oriented approach with strong follow-through, problem-solving skills, and comfort working in a fast-paced environment.

As an equal opportunity employer, Plaid prides itself in providing employees with a work environment in which all individuals are treated with respect and dignity. This means we are committed to providing equal opportunity to all qualified employees and applicants for employment without regard to one’s race, color, religion, national origin, age, gender, disability, alienage or citizenship status, marital status, creed, genetic predisposition or carrier status, sexual orientation, veteran status or any other classification protected by applicable federal, state or local laws. This policy applies to all terms and conditions of employment including but not limited to hiring, placement, promotion, compensation, training, leave of absence or termination.