HR Generalist

POSITION SUMMARY

The HR Generalist serves as a strategic partner to Operations and Clinical leadership, driving people strategies that directly support business performance, team engagement, and retention. This role is highly field-facing and execution-oriented, focused on enabling Office Managers, Managing Dentists, and Regional leaders to lead their teams effectively.

The HR Generalist will also play a key role in targeted recruitment efforts, specifically supporting the hiring of Office Managers and other high-impact, value-added positions, ensuring alignment with organizational culture, leadership expectations, and operational needs.

This role requires regular travel to the offices they support and active participation in the HR integration of newly acquired practices, ensuring a seamless transition into company systems, culture, and people processes.   Regional assignment and support will be determined based on HR strategy and subject to change based on business need/demand.

KEY RESPONSIBILITIES

1. Strategic Business Partnership

•          Partner closely with Regional Managers, Office Managers, and Clinical Leadership to align people strategies with business goals.

•          Act as a trusted advisor on organizational effectiveness, team structure, and leadership capability.

•          Support execution of key initiatives (e.g., Hygiene Excellence, performance management rollout, leadership model consistency).

•          Drive accountability and consistency in leadership behaviors across offices.

2. Talent Management & Employee Relations

•          Support employee relations matters with a balanced, objective, and solutions-oriented approach.

•          Coach leaders on performance management, feedback delivery, and team dynamics.

•          Partner with leadership on corrective action, investigations, and documentation.

•          Ensure consistent application of policies, compliance standards, and company values.

3. Retention & Engagement

•          Conduct proactive stay interviews across key roles (clinical and operations) to identify risks and opportunities via direction from clinical and operations.

•          Analyze turnover trends and partner with leadership on action plans.

•          Support engagement initiatives aligned with company culture and values.

•          Reinforce leadership accountability in creating strong team environments.

4. Performance Enablement

•          Equip Office Managers and field leaders with tools and training to independently drive team performance.

•          Support rollout and adoption of performance management processes (via Paycom).

•          Partner on goal setting, performance calibration, and talent reviews.

•          Reinforce a culture of accountability, business-minded thinking, and results.

5. Recruitment Support (Targeted Roles)

•          Partner with Talent Acquisition to support hiring of Office Managers and other critical, high-impact roles.

•          Participate in candidate screening, interviewing, and selection for leadership-level positions.

•          Ensure candidates align with company culture, leadership expectations, and operational needs.

•          Provide market insight and feedback on talent availability, compensation expectations, and hiring challenges.

•          Support hiring managers in making strong, timely hiring decisions.

6. Organizational Development & Leadership Support

•          Coach and develop Office Managers and emerging leaders to strengthen leadership capability.

•          Support implementation of leadership models (e.g., Managing Dentist OM Lead RDH triad).

•          Reinforce expectations around accountability, communication, and team leadership.

•          Partner with HR leadership on training and development initiatives.

7. HR Integration & Field Support

•          Support the HR integration of newly acquired practices, including onboarding, policy alignment, and cultural integration.

•          Partner cross-functionally with Operations, Clinical, IT, and Finance to ensure a smooth transition.

•          Provide on-site support during integrations to drive consistency and team engagement.

•          Build trust with newly onboarded teams and reinforce company values, expectations, and resources.

•          Ensure accurate setup and adoption of HR systems, processes, and compliance standards.

8. HR Operations & Compliance

•          Ensure compliance with federal, state, and company policies and employment laws.

•          Maintain accurate documentation and support audits as needed.

•          Drive consistency and operational discipline across all locations.

QUALIFICATIONS

•          Bachelor's degree in Human Resources, Business Administration, or related field.

•          3–6 years of HR experience, preferably in a multi-site or field-based environment (healthcare or dental preferred).

•          Strong experience in employee relations, coaching, and performance management.

•          Experience supporting or partnering on recruitment for leadership roles.

•          Experience supporting integrations, onboarding, or change management initiatives preferred.

•          Ability to travel regularly to supported office locations (1 x a quarter or as needed)

•          Ability to influence without authority and build strong cross-functional relationships.

•          Strong business acumen with the ability to connect people strategy to performance outcomes.

CORE COMPETENCIES

•          Business Partnership – Understands operational drivers and aligns HR support accordingly.

•          Coaching & Influence – Effectively guides leaders at all levels.

•          Execution Excellence – Drives initiatives with discipline and follow-through.

•          Objectivity & Judgment – Handles sensitive situations with professionalism and balance.

•          Accountability Mindset – Promotes ownership and results-driven behaviors.

•          Collaboration – Works cross-functionally with Clinical, Operations, and Finance.