SUMMARY:
The HR Generalist serves as a trusted business partner and provides comprehensive human resources support throughout the employee lifecycle. This position partners with leaders and employees to administer and support employee relations, talent acquisition, compensation, performance management, succession planning, benefits administration, payroll coordination, HRIS management, immigration processes, compliance, employee engagement, and organizational initiatives. The HR Generalist promotes a positive work environment while ensuring compliance with company policies and applicable federal, state, and local employment laws.
ESSENTIAL FUNCTIONS:
· Serves as the primary HR contact for assigned business units, employees, and managers regarding HR policies, procedures, benefits, and employment-related matters.
· Provides guidance and coaching to managers regarding employee relations, attendance, disciplinary actions, investigations, performance concerns, workplace conflicts, and policy interpretation.
· Conducts and documents workplace investigations involving employee complaints, policy violations, and workplace concerns.
· Maintains confidentiality of employee information and sensitive company matters.
· Partners with leaders to support workforce planning, organizational changes, and employee communications.
· Partners with hiring managers to identify staffing needs and develop recruiting strategies.
· Coordinates recruiting activities including interviews, background checks, pre-employment screenings, employment verification, offer letters, onboarding, and new hire orientation.
· Reviews and approves wage increases in accordance with company compensation philosophy, salary structures, and departmental budgets, while ensuring internal equity and external market competitiveness.
· Recommends compensation adjustments, salary structure modifications, and other compensation-related improvements.
· Assists with compensation planning, promotional increases, and annual compensation programs.
· Serves as the primary liaison between assigned business units and Payroll.
· Reviews, validates, and communicates all weekly payroll changes, including new hires, promotions, transfers, compensation changes, leave activity, employee status changes, and terminations.
· Assists employees with benefit enrollment, qualifying life events, and benefit-related questions.
· Serves as liaison between employees and benefit providers to resolve benefit issues.
· Supports annual Open Enrollment activities and employee benefit communications.
· Assists with leave administration, ADA accommodations, workers' compensation, and other applicable leave programs.
· Maintains accurate employee information within the HRIS.
· Performs periodic audits of employee data, compensation records, payroll transactions, benefits enrollment, personnel files, organizational structures, and HR processes to identify discrepancies and ensure compliance.
· Supports internal and external audits.
· Ensures compliance with federal, state, and local employment laws and company policies.
· Supports the annual performance management process.
· Assists managers with coaching, corrective actions, and Performance Improvement Plans.
· Supports succession planning initiatives by assisting leaders in identifying key talent, developing succession plans, and coordinating employee development activities.
· Coordinates employment-based immigration processes with employees, managers, legal counsel, and outside immigration vendors.
· Maintains required immigration documentation and assists with employment authorization compliance.
· Develops and delivers presentations explaining the purpose, goals, and application of HR policies, programs, procedures, practices, and strategic initiatives.
· Develops employee communications, HR guidance documents, and training materials.
· Coordinates employee meetings, training sessions, HR initiatives, recognition programs, and employee engagement activities.
· Recommends improvements to HR policies, procedures, workflows, and employee programs.
· Participates in continuous improvement initiatives and special HR projects.
· Assists with preparation of HR reports, workforce metrics, and leadership presentations.
SECONDARY FUNCTIONS
· Supports organizational design initiatives.
· Assists with annual budgeting and workforce planning activities.
· Supports compensation administration projects.
· Participates in employee engagement and wellness initiatives.
· Assists with other HR projects as assigned.
· Performs other duties and responsibilities as assigned.
SUPERVISORY RESPONSIBILITIES: None
QUALIFICATIONS:
· Bachelor's degree in Human Resources, Business Administration, or related field preferred.
· Minimum of 3-5 years of progressive Human Resources experience.
· Experience supporting multiple HR disciplines.
· Working knowledge of federal, state, and local employment laws.
· Experience using HRIS systems (Workday preferred).
· Strong analytical, organizational, problem-solving, and interpersonal skills.
· Excellent written, verbal, and presentation skills.
· Ability to handle confidential and sensitive information with professionalism and discretion.
· Ability to prioritize multiple projects and meet deadlines in a fast-paced environment.
· Ability to build effective relationships with employees and leaders at all levels of the organization.
ADDITIONAL EXPECTATIONS:
· Ensures timely completion of assigned HR deliverables and follows through on commitments made to leaders and employees.
· Maintains proactive communication with leaders, employees, Payroll, Benefits, Finance, Talent Acquisition, and other internal stakeholders to ensure HR activities are completed accurately and within established deadlines.
Job Type: Full-time
Pay: Up to $40,000.00 per month
Experience:
- Human Resources: 3 years (Required)
Language:
Work Location: In person
