The Human Resources Generalist serves as a key operational partner responsible for employee relations, leave administration, end to end recruitment, manager support, HR operations, workforce analytics, process improvement, and assigned HR projects.
The role independently manages routine employee matters and executes on established HR strategies, programs initiatives with limited day-to-day oversight. The HR Generalist provides day-to-day guidance to managers and staff, proactively identifies operational issues and recommends solutions, and manages assigned responsibilities with appropriate independence while escalating complex, sensitive, strategic or high-risk matters to the HR Director.
Essential Functions
Employee Relations & Manager Support
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Serve as the primary HR resource for routine employee relations matters, including employee concerns, attendance, performance, workplace conflict, and policy interpretation.
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Conduct fact-finding and routine workplace investigations, document findings, recommend appropriate next steps, and escalate complex, sensitive, or high-risk matters to the HR Director.
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Support managers with corrective action and performance documentation to promote consistency and appropriate application of organizational policies.
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Provide day-to-day consultation to managers regarding performance management, documentation, attendance, conflict resolution, policy application, and employee development.
Leave & Compliance Administration
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Administer employee leave programs, including FMLA, ADA accommodation coordination, STD/LTD, workers' compensation, and other applicable leaves.
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Manage leave documentation, employee and manager communication, tracking, return-to-work coordination, and required follow-up.
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Maintain accurate and confidential employee records and ensure HR practices comply with applicable employment laws, organizational policies, and established procedures.
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Support HR compliance activities, audits, reporting, and required documentation.
Talent Acquisition
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Own the end-to-end recruitment process for assigned positions, including recruitment intake, job posting, candidate sourcing and screening, interview coordination, selection support, offer preparation, pre-employment requirements, and transition to onboarding.
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Partner with hiring managers to clarify position requirements, establish recruitment timelines, evaluate candidates, and facilitate timely hiring decisions.
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Maintain consistent recruitment documentation and support a professional and positive candidate and hiring manager experience.
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Identify opportunities to improve recruiting efficiency, candidate quality, and time-to-fill.
HR Operations & Employee Lifecycle
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Support and coordinate onboarding and offboarding processes to ensure an effective and consistent employee experience.
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Perform assigned HRIS administration and maintain accurate employee information and documentation.
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Respond to routine employee HR questions and ensure timely resolution or appropriate escalation.
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Support benefits administration and serve as backup for the reconciliation of monthly employee benefit invoices, including identifying and resolving discrepancies and supporting accurate and timely payment processing.
Workforce Analytics & Reporting
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Review HR metrics and workforce data, including turnover, headcount, recruitment, leave utilization, employee relations activity, and other workforce trends.
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Analyze workforce information to identify trends, risks, and opportunities and provide observations and recommendations to the HR Director.
Process Improvement, Technology & Projects
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Identify opportunities to improve HR processes, workflows, documentation, and employee and manager service delivery.
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Develop, document, maintain, and improve HR standard operating procedures, checklists, templates, and other process documentation.
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Support HR technology optimization, including HRIS functionality, workflow automation, and appropriate AI-enabled HR processes.
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Independently manage assigned HR programs, processes, and projects from initiation through completion, proactively identifying issues, recommending solutions, and ensuring timely follow-through with minimal day-to-day oversight.
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Participate in department and organizational initiatives supporting HR effectiveness and organizational capability.
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Bachelor's degree in Human Resources, Business Administration, Organizational Management, or a related field required.
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Three to five years of progressive Human Resources experience, preferably in a Generalist capacity.
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Demonstrated experience with employee relations, workplace investigations, corrective action, and manager consultation.
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Working knowledge of FMLA, ADA, workers' compensation, and other applicable employment laws and regulations.
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Full-cycle recruitment experience preferred.
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Experience working with HRIS platforms; UKG experience preferred.
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Experience analyzing HR metrics and workforce data preferred.
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Demonstrated ability to independently manage multiple priorities, processes, and projects.
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Strong judgment with the ability to recognize when matters require escalation.
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Proficiency with Microsoft Office applications; experience leveraging HR technology, workflow automation, or AI tools is a plus.
