HR Generalist

Patriot Growth Insurance Services | United States | Remote | Full-Time

As an HR Generalist, you'll be the first point of contact for managers and employees across an assigned pair of regions. You'll provide clear guidance, resolve everyday HR concerns, and take ownership of questions from the initial conversation through resolution. Your support will help managers make informed decisions, handle difficult conversations, and build their own people-management skills. Reporting to regional HR leadership, you'll work alongside HR Operations, Talent Acquisition, and Total Rewards to support agencies across multiple states.

You'll independently manage routine employee relations matters, coordinate employee transitions, maintain thorough documentation, and identify workforce patterns that need leadership attention. You'll also recognize when a matter requires specialist support and coordinate follow-through.

• Serve as a dependable first contact for managers and employees on policies, pay, leave, benefits, processes, and everyday workplace questions.
• Provide clear answers promptly, communicating expected response times and maintaining ownership until questions are resolved.
• Manage routine performance and conduct concerns, including attendance issues, policy violations, employee-manager conflicts, corrective action, and separations.
• Gather facts, assess risk, and coach managers through difficult conversations and appropriate documentation.
• Evaluate whether documentation supports a proposed action and give managers direct, practical guidance when additional information or a different approach is needed.
• Help leaders understand the risks, implications, and precedent associated with employment decisions, clearly identifying concerns that require specialist review or a pause before proceeding.
• Coordinate pay changes, promotions, and position requests with Total Rewards and HR Operations, keeping managers informed through completion.
• Coordinate agency-level onboarding readiness, the first weeks of employment, transfers, role changes, and departures while partnering with HR Operations on required transactions.
• Maintain current performance records and accurate, timely documentation of corrective actions, relevant facts, and key dates.
• Recognize potential protected leave, accommodation, legal, or other high-risk concerns and promptly involve the appropriate specialist.
• Gather initial facts when needed and support handoffs to HR Operations, which leads formal investigations and high-risk employment matters.
• Partner with Talent Acquisition on recruiting needs and offer-related matters and with Total Rewards on compensation questions.
• Use HRIS data and reporting to identify turnover concentrations, recurring manager issues, struggling teams, and capability gaps.
• Bring workforce trends and recommendations to regional HR leadership before concerns escalates.
• Maintain visibility into open matters, communicate progress and barriers, and elevate with a recommended approach and an assessment of the risks.
• Coordinate primary and backup coverage so agencies know whom to contact and receive consistent support.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• An approachable, credible HR partner who builds trust through clear guidance and dependable follow-through.
• A confident coach who helps managers handle difficult situations and develop stronger judgment.
• Comfortable working independently in a decentralized organization.
• Thoughtful when navigating ambiguity, weighing competing considerations, and making decisions within your responsibilities.
• Direct and constructive when explaining risk or…