The Hiller Companies, LLC has an immediate opening for HR Generalist. If you are a dedicated professional with a passion for fire protection and safety, we invite you to apply today.
The Hiller Companies is a leading provider of fire protection and safety solutions, dedicated to safeguarding lives and property all around the world. Headquartered in Mobile, Alabama, Hiller extends its reach globally as well as in domestic markets with offices across the United States. With over 100 years in the industry, our mission is to ensure the highest standard of safety and innovation in comprehensive fire protection services, including installation, inspection, maintenance and repair of critical fire and life safety equipment. Our team remains laser-focused on one goal - making the world a safer place.
Job Summary: The HR Generalist owns the end-to-end pre-hire and new hire experience, serving as the operational bridge between Talent Acquisition and the HR Business Partner team. This role manages every step of onboarding — from background check through the completion of a new hire's first week — ensuring a seamless, compliant, and welcoming transition into Hiller for employees across a multi-state footprint. Working within a sequential handoff model, the HR Generalist takes ownership once an offer is accepted and holds it through the close of week one, then transitions each employee to their assigned HR Business Partner. Success is measured by onboarding accuracy and compliance, day-one readiness, and a consistently strong first impression of the company.
Work Environment: Primarily office-based during standard business hours, with occasional flexibility to support new hire start dates across time zones. Hybrid scheduling in Mobile, AL. The role involves extended computer use and periodic coordination with field and corporate locations.
Key Responsibilities:
Pre-Hire & Background Check
- Initiate and monitor pre-employment background checks, drug screens, and MVR checks; adjudicate results in partnership with HR leadership within applicable state and local guidelines.
- Manage conditional offer contingencies, clear candidates to start, and coordinate the adverse action process where required.
- Own the pre-hire checklist and all candidate communications between offer acceptance and day one, keeping the new hire informed and engaged before their first day.
New Hire Setup & Systems
- Create and maintain accurate employee records in ADP Workforce Now — personal data, position, compensation, benefits eligibility, etc.
- Ensure all applicable payroll elements are configured accurately for each new hire — sign-on bonuses, relocation, allowances and per diem, shift differentials, and recurring earnings and deductions — so first paychecks are correct and on time.
- Complete Form I-9 and E-Verify within required timeframes, ensuring compliance across multiple states and jurisdictions.
- Coordinate provisioning of credentials and workspace needs with IT, Fleet and location leadership so new hires are productive on day one.
First-Week & New Hire Experience
- Design and deliver a consistent Day 1 through end-of-first-week experience, including orientation, required training, and benefits enrollment guidance.
- Serve as the primary point of contact for new hires, answering questions and removing barriers during the critical first week.
- Execute a clean handoff to the assigned HR Business Partner at the close of the onboarding window, ensuring no gaps in support.
Compliance & Multi-State Operations
- Ensure onboarding practices comply with federal, multi-state, and local employment regulations — I-9/E-Verify, background check laws, new hire reporting, and state-specific notices and disclosures.
- Maintain audit-ready documentation and support internal and external audits.
Continuous Improvement & Cross-Functional Partnership
- Partner with Talent Acquisition, HRBPs, Payroll, Benefits, and IT to maintain a seamless sequential handoff model.
- Identify and implement improvements to onboarding workflows, templates, and ADP WFN configuration.
- Track onboarding metrics (completion rates, time-to-productivity, new hire satisfaction) and report on trends to HR leadership.
Project & Program Support
- Support ADP Workforce Now design enhancements — testing configuration changes, new modules, and workflow improvements, and helping document and roll out updates to the HR team and the field.
- Provide onboarding and HRIS support for mergers and acquisitions (M&A) integration, including onboarding acquired employees and mapping their records into Hiller's ADP WFN environment.
- Assist with process documentation, standard operating procedures, and job aids that make onboarding and HR Shared Service processed repeatable and audit-ready.
- Participate in cross-functional HR programs and Central HR initiatives as assigned, partnering with Total Rewards, HRIS, and other HR teams as needed.
- Other duties as assigned.
Requirements:
What we are looking for:
Required Qualifications
- Bachelor's degree in Human Resources, Business, or a related field — or equivalent professional experience.
- Three or more years of HR experience with direct ownership of onboarding and/or HR operations.
- Working knowledge of federal and multi-state employment law as it relates to hiring and onboarding.
- Proficiency with HRIS/HCM systems and Microsoft Office (Word, Excel, PowerPoint, Outlook).
- Exceptional organization and attention to detail, with the ability to manage multiple concurrent new hires without error.
- Strong interpersonal and communication skills, with a service-first mindset and sound judgment handling confidential information.
- Strong organizational and time management skills with the ability to prioritize tasks and ensure accurate completion of assigned work.
Preferred Qualifications
- Hands-on experience administering ADP Workforce Now, including employee setup, the I-9/E-Verify module, reporting, and workflow configuration.
- Experience supporting a multi-state and/or multi-location workforce.
- Experience with SaaS / Background HR platforms and a demonstrated ability to learn new systems quickly.
- PHR or SHRM-CP certification.
- Experience in a field-based, distributed, or skilled-trades workforce environment.
Core Competencies
- Detail orientation and accuracy under volume
- Customer and service mindset
- Discretion and confidentiality
- Process orientation and continuous improvement
- Adaptability and cross-functional collaboration
Physical Requirements:
- Must be able to sit for long periods of time
- Must be able to effectively use standard office equipment such as computers, phones, photocopiers, filing cabinets, and fax machines
- Must be able to perform some repetitive motions while using a computer
- While performing the duties of this job, the associate is regularly required to talk or hear. The associate frequently is required to sit; stand; walk; use hands to finger, handle or feel; and reach with hands and arms
Hiller is a drug-free workplace, an equal opportunity employer and ADA compliant.
We are proud to operate according to our Core Values: Put People First, Empower the Branches, Earn Customer Trust, Embrace the Challenge and Act with Integrity
Most employee benefits start from the first day of employment, including:
- Competitive compensation package, including pay advancement opportunities for industry certifications and continuing education
- Comprehensive benefits package, including health, dental & vision insurance, retirement plans, company paid & voluntary life insurance, company paid short-term disability, voluntary long-term disability, critical illness & accident insurance and paid time off
- Company-provided training, tools and equipment, including $150 annual boot allowance for employees required to wear safety boots in their jobs
- Career advancement potential within a growing company.
Join us in our mission to provide comprehensive fire protection solutions and peace of mind to our customers and together let's make the world a safer place.
Req Benefits: At The Hiller Companies, most employee benefits start from the first day of employment! This includes but is not limited to: competitive compensation package, including pay advancement opportunities for industry certifications and continuing education;
