HR Generalist - Compensation

The Human Resources Generalist - Compensation supports a broad range of human resources functions, with primary responsibility for compensation administration and job documentation processes. This role partners with leaders across the organization to ensure fair, consistent, and market-aligned pay practices while maintaining accurate job structures and documentation.

In addition to compensation, the HR Generalist plays a key role in supporting employee development, succession planning, engagement initiatives, and employee relations. This position serves as a trusted resource to managers and employees, providing guidance on HR policies and practices, supporting workforce initiatives, and contributing to a positive, high-performing workplace culture.

This role balances strategic insight with operational execution, ensuring HR programs are implemented effectively, compliance standards are met, and the overall employee experience continues to improve.

Duties and Responsibilities: 

Compensation Administration & Job Structure

• Lead the administration and maintenance of compensation structures, including salary ranges, pay grades, job classifications, and incentive programs
• Conduct job pricing and compensation analyses using PayFactors and other tools to support hiring, promotions, transfers, and equity adjustments
• Partner with managers and HR leadership to develop and present compensation recommendations supported by data and market insights
• Perform internal equity reviews and external benchmarking to ensure consistent and competitive pay practices
• Participate in compensation surveys, including data submission, analysis, and application of results
• Support and execute operational components of the annual compensation planning cycle, including merit planning, modeling, and budget tracking
• Evaluate and document FLSA classifications to ensure compliance with wage and hour regulations
• Maintain accurate compensation data within HRIS and ensure integrity of compensation records
• Prepare compensation-related data for audits and regulatory reporting

Job Analysis & Job Description Management

• Lead job analysis efforts by gathering and validating information from managers and employees
• Draft, update, and maintain job descriptions to ensure clarity, consistency, and alignment with organizational structure
• Ensure job documentation aligns with compensation frameworks and internal leveling structures
• Manage job changes, reclassifications, and title updates, ensuring appropriate documentation and approvals
• Maintain organized job description repositories and version control processes

Talent Development & Succession Planning

• Support the implementation and tracking of Individual Development Plans (IDPs) across the organization
• Partner with managers to identify development opportunities aligned with employee growth and business needs
• Monitor progress on development plans and provide follow-up to ensure accountability
• Support succession planning processes by documenting potential successors and identifying development needs
• Assist with career pathing discussions by providing guidance on skills, experience, and advancement requirements
• Support leadership development initiatives and workforce planning efforts

Employee Engagement & Culture

• Lead administration of employee engagement and pulse surveys, including system setup, communications, and data management
• Compile and analyze survey results to identify trends, strengths, and opportunities
• Prepare reports and summaries for HR leadership and managers to support action planning
• Partner with leaders to support team-level discussions and action planning based on survey results
• Support implementation of engagement and culture-related initiatives aligned with organizational goals

Employee Relations & HR Partnership

• Serve as a trusted HR partner to managers and employees, providing guidance on HR policies, procedures, and best practices
• Support employee relations matters, including performance concerns, workplace conflict, and policy interpretation
• Conduct or assist with employee investigations, ensuring appropriate documentation and follow-up
• Promote a positive employee experience by addressing concerns proactively and professionally
• Partner with leaders to reinforce consistent application of policies and practices across the organization

General HR Operations

• Process and oversee employee lifecycle transactions, including job changes, pay updates, transfers, and status changes
• Partner with payroll and benefits to ensure accurate and timely processing of employee information
• Maintain compliant and organized HR records and documentation
• Support HR audits and regulatory compliance activities
• Identify and implement process improvements to enhance efficiency, accuracy, and service delivery
• Contribute to HR projects and initiatives that support organizational priorities

Additional Requirements: 

• Working knowledge of compensation practices and wage and hour regulations
• Strong analytical and problem-solving skills with high attention to detail
• Ability to interpret data and provide clear, actionable recommendations
• Proficiency with spreadsheets, reporting tools, and HR systems
• Strong organizational and time management skills with the ability to manage multiple priorities
• Ability to handle sensitive and confidential information with discretion
• Effective written and verbal communication skills
• Collaborative, service-oriented mindset with the ability to build strong working relationships
• Ability to operate both independently and as part of a team within established frameworks