Are you looking for an opportunity to bring your knowledge and experience in Human Resources into an advisory role that partners with management, collaborates with peers, and provides guidance to staff at all levels within the Association?
Does building genuine, honest and respectful relationships with others come naturally to you?
Do you have the ability to handle sensitive information, and conversations, with poise and professionalism?
If this sounds like you, and you have a background in human resources, Golden State Farm Credit has an exciting opportunity for you as our newest HR GENERALIST! We are looking for an individual that is a self-starter and enjoys taking ownership of projects and assignments to be a part of our family oriented company that supports those that feed the world.
Intrigued? Want to know more?
Apply at Careers | Golden State Farm Credit ! Review the full job description below.
DEADLINE TO APPLY: June 5th, 2026 at 3:00pm
Salary Range: $63,472 - $95,754
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Position Summary
The Human Resources Generalist supports and administers the day-to-day operations and programs of the Human Resources Department. Reporting to the Chief Human Resources Officer, the HR Generalist may be assigned talent acquisition, training and development, payroll and benefits, HR analytics and/or employee relations functions in support of human capital initiatives and programs.
Essential Functions
Payroll and HRIS (40%)
- Data entry and review of records in HRIS system to ensure information is processed in a timely manner and approvals have been obtained
- Ensures accuracy of information in payroll database
- Prepares reconciliation reports each payroll and addresses any variances
- Collect and compile HR data from a variety of sources including the human resource information system (HRIS) and payroll outputs, exit interviews, and applicant tracking system (ATS)
- Manage system workflows in the human resource information system (HRIS) to ensure HRIS reflects accurate employee information including but not limited to promotions, terminations, title changes, and personal information. Understand the downstream effects of these changes and proactively communicate to the employee and/or impacted team.
- Identify and recommend changes to improve HR services and processes that will create enhancements to system workflows to improve HR processes
- Compile HR data and metrics from the HRIS and payroll outputs. Report and provide data both written and in visual form for key HR metrics, including but not limited to, employee turnover, tenure, new hires, terminations, demographics, geographic information, etc.
- Maintains employee files by:
- Filing and scanning documents into an organized file structure
- Distributing information to employees and management
- Auditing files
Employee Relations (20%)
- Promotes Association policies, procedures and programs to create an efficient and conflict free workplace
- Assists with the development, updates and implementation of the Employee Handbook, human resources policies and procedures
- Maintains physical and electronic employee files
- Answers employee and management questions on Association policies and employment laws for payroll, benefits, and recruitment
- Interprets Association policies and procedures
- Listens to employee concerns and takes appropriate action
- Facilitates performance improvement discussions
- Maintains up-to-date knowledge of State, Federal and local employment laws and compliance requirements
Recruitment (10%)
- Manages the complete life cycle of the talent acquisition process
- Collect and analyze recruitment data to determine trends and patterns within the hiring process
- Creates onboarding plans, conducts onboarding and educates newly hired employees on Association policies, internal procedures and regulations
- May participate in and attend job fairs on behalf of GSFC
- Keeps up to date with recruitment processes and legal hiring practices
- Monitors and communicates out Association affirmative action plans. Runs reports and provides support to the VP Human Resources in developing and updating affirmative action plans.
Training (5%)
- Assists the VP Human Resources in providing training to Association staff
- Gathers training information, prepares presentations and training materials
- Develops and maintain a training database for all employees
- Monitors required trainings for annual goals and career pathing
Benefits (5%)
- Educates new employees about benefits package
- Communicates any changes in benefits package during annual enrollment and provides meetings, trainings or conference calls for education
- Ensures employees complete enrollment in timely manner
- Assists employees with claim issues and determines when escalation is needed
- Promotes wellness initiative throughout Association
Special Projects/Reporting/Compliance (20%)
- Gathers information on best practices from employees, other Associations, vendors, and other forms of research to apply to projects
- Creates and/or assists with project documentation and tracking sheets to monitor the project’s status and ensure it fulfills the Association’s expectations and goals
- Completes, gathers and organizes project work such as documentation, flowcharts, new processes and procedures, trainings, and other deliverables specific to the current project
- Works with leadership to determine content needs, who will gather content, how content would be gathered and may assemble the content
- Finalizes and/or coordinates with leadership for the appropriate approval of project content
Data Security and Confidentiality
- Appropriately protects the confidentiality, security, and integrity of the Association’s systems and data and clients’ data
Commitment and Support of Association Mission
- Understands, applies, and supports the Association mission and vision statement in a positive, professional manner at work and with customers in all settings
KNOWLEDGE & SKILLS:
- Ability to take initiative to complete projects, tasks and assignments
- Aptitude in problem-solving
- Desire to work as a team with a results driven approach
- Knowledge of Microsoft Office Suite, computers, current software, and other office tools.
- Ability to effectively read, write, and communicate.
- Skill in serving and working effectively with both external and internal customers in a professional, respectful manner.
- Skill in organization and organizational tools
- Knowledge of state and federal laws, regulations, and practices for employee/labor relations.
- Knowledge of HR functions and best practices in payroll, benefits, recruitment, leaves of absence, training, performance management, onboarding, etc.
- Skill in listening and conveying awareness of problems or issues to find resolution.
- Skill in serving and working effectively with both external and internal customers in a professional, respectful manner.
- Knowledge of management structures, organizational structures and operational functions of an organization.
- Skill in effectively leading meetings, understanding issues and flexibility in determining strategic direction for a plan based on the information.
- Skill in exercising complex analysis, problem solving, and project management techniques under time constraints.
- Skill in providing guidance, advice, and information to staff to achieve Association goals.
- Skill in listening and conveying awareness of problems or issues to find resolution.
Qualifications
- Education: Bachelor’s Degree in Human Resources, Project Management, Business Administration, or a related field
- Experience: The HR Generalist should have a minimum of two years of HR related experience and/or project coordination.
- Equivalent combinations of education and experience sufficient to perform the essential functions of the job will be considered.
Physical Demands
Positions in this class typically require: keying, talking, hearing, seeing, and repetitive motions. Sedentary Work: Exerting up to 10 pounds of force occasionally to lift, carry, push, pull or move objects. Must be able to remain in a stationary position most of the time. The employee must be able to prepare and analyze data and figures; transcribe data; understand information communicated via computer screens and in written text.
Working Conditions
Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. This position requires approximately 5% travel time.
Note
The above statements are intended to describe the general nature and level of work being performed by associates assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time as needed. Golden State Farm Credit is an Equal Opportunity Employer and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to: race (including traits historically associated with race, such as hair texture and protective hairstyles), relation (all aspects of religious belief, observances and practices including religious dress and grooming practices), color, national origin, ancestry, identity, gender expression, actual or perceived sexual orientation, marital status, military and veteran status, civil air patrol status, age, physical or mental disability, genetic information or medical condition, except where physical fitness is a valid occupational qualification or any other consideration made unlawful by federal, status or local laws. Applicable law also prohibits unlawful discrimination based on the perception that anyone has any of the foregoing characteristics. “National origin” also includes discrimination against an individual because of their primary language or because that person holds or presents the California driver’s license issued to those who cannot document their lawful presence in the United States, as well as discrimination based upon any of the following: an individual’s or the individual's ancestors’ actual or perceived physical, cultural, or linguistic characteristics associated with a national origin group; marriage to or association with individuals of a national origin group; tribal affiliation; membership in or association with an organization identified with or seeking to promote the interests of a national origin group; attendance or participation in schools, churches, temples, mosques or other religious institutions generally used by persons of a national origin group; or a name that is associated with a national origin group An applicant’s or employee’s immigration status will not be considered for any Association employment purpose except as necessary to comply with federal, status or local laws. California law also prohibits discrimination against individuals providing services in the workplace pursuant to a contract, unpaid interns and volunteers on the basis of actual or perceived race, color, creed, religion, sex, physical or mental disability, genetic information or age. This applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
Applicants are required to submit a Golden State Farm Credit application to be considered for the position. Resumes and other documents may be attached and submitted as a supplement to the application.
