Human Resources Generalist ​/ HR Business Partner

Job Title: HR Generalist / HR Business Partner

Location:
Fall River, MA (Hybrid - 4 days per week in office)

Job Summary

Matouk is seeking a detail-driven and people-focused HR Generalist/HR Business Partner to help power the employee experience behind one of America's most storied luxury linens brands. Based at our Fall River, MA office and reporting to the VP of HR, you will be the trusted, steady presence employees turn to from their very first day through every milestone that follows — acting as a hands-on advisor to managers and employees while ensuring our systems, benefits, and processes run as flawlessly as the products we craft.

This is a role for someone who takes genuine pride in getting the details right: a smooth onboarding, an accurate paycheck, a benefits question answered with care, and an employee relations issue handled with fairness and discretion. You'll partner closely with HR, Finance, and leadership across the business, bringing organization, discretion, and warmth to everything you touch. If you're energized by building great employee experiences and want your work to have a visible, daily impact on real people, we'd love to meet you.

Core Areas of Responsibility

1. HR Business Partnership & Employee Relations

• Employee Relations: Serve as a trusted point of contact for employees and managers, addressing questions, concerns, and workplace issues with fairness and discretion.
• Conflict Resolution & Investigations: Conduct thorough, even-handed investigations into employee relations matters and help managers reach equitable resolutions.
• Manager
  
  Coaching:
  
  Advise and coach supervisors on performance management, coaching conversations, and disciplinary actions.
• Policy & Compliance: Guide the consistent application of company policy and ensure practices align with state and federal employment law.

2. HRIS & Payroll

• System Administration: Maintain accurate and up-to-date employee records within the HRIS, ensuring data integrity across payroll, benefits, and reporting.
• Payroll Support: Partner with Payroll to ensure timely and accurate processing of new hires, terminations, status changes, and other payroll-impacting transactions.
• Reporting & Data Integrity: Generate and audit HRIS reports on a regular basis to support compliance, headcount tracking, and data-driven decision-making.
• Full-Cycle Recruitment: Manage the end-to-end recruitment process for both office and manufacturing positions, from job posting and sourcing through interviewing and offer.
• Sourcing & Pipeline Building: Source and screen candidates for skilled manufacturing roles as well as administrative and office positions, building a strong pipeline for current and future openings.
• Hiring Manager Partnership: Partner with hiring managers to define role requirements, coordinate interview schedules, and ensure a positive, timely candidate experience.

4. Onboarding

• New Hire
  
  Experience:
  
  Own the end-to-end onboarding process, ensuring a seamless and welcoming experience for new employees from offer acceptance through their first weeks.
• Orientation & Documentation: Facilitate new hire orientation and ensure all required paperwork (I-9, tax forms, policy acknowledgments, etc.) is completed accurately and on time.
• Cross-Functional Coordination: Partner with hiring managers, IT, and facilities to ensure new employees have the equipment, systems access, and workspace they need on day one.

5. Benefits Administration

• Open Enrollment: Lead and coordinate the annual open enrollment process, including employee communications, enrollment processing, and vendor coordination.
• New Hire Benefits: Administer benefits enrollment for new hires, ensuring eligibility windows and elections are processed accurately and on time.
• Employee Support: Serve as the primary point of contact for employee benefits questions, resolving issues directly with carriers as needed.

6. Benefit Invoice Audits

• Invoice Reconciliation: Conduct monthly audits of benefit carrier invoices against enrollment and payroll deduction records to ensure billing accuracy.
• Discrepancy Resolution: Identify, research, and resolve billing discrepancies with carriers, brokers, and Finance in a timely…