Human Resource Generalist

Salary Range: $70,000.00 To $75,000.00 Annually

Summary: The Human Resources Generalist serves as a trusted HR partner responsible for independently administering and supporting a broad range of human resources programs and activities within established departmental direction and authority. This position provides guidance to members and leaders regarding employee relations, benefits leave administration, recruiting, onboarding, policy interpretation, compliance, and other employment matters. The HR Generalist exercises sound judgment and discretion in resolving routine and moderately complex HR issues, identifies matters requiring escalation, and partners with HR leadership to support an engaged, compliant, and effective workforce.

• Provide guidance to members and leaders regarding workplace concerns, performance issues, policy interpretation, attendance, conduct, and other employee relations matters. Independently resolve routine and moderately complex matters within established authority and escrow higher-risk or complex matters to HR leadership when appropriate.
• Maintain accurate and timely documentation of employee relations matters, investigations, corrective actions, and other employment-related activity using established HR systems and processes.
• Partner with supervisors and managers to provide HR guidance regarding day-to-day workforce needs, employee engagement, performance management, policy application, and employment practices.
• Manage assigned recruiting activities from position opening through offer acceptance, including sourcing candidates, reviewing applications and resumes, conducting phone screens, coordinating interviews, supporting candidate selection, preparing employment offers, and maintaining accurate recruiting records.
• Coordinate and administer the new hire onboarding process, including pre-employment activities, new hire documentation, orientation, benefit enrollment support, HRIS setup, and coordination with hiring leaders and other departments to support a positive and effective onboarding experience.
• Administer employee benefit programs and serve as a primary resource for member benefit questions, enrollments, qualifying life events, eligibility changes, open enrollment, and related benefit processes. Coordinate with benefit vendors and ensure timely and accurate HRIS updates affecting benefit deductions and payroll.
• Administer employee leaves of absence, including FMLA, New York Paid Family Leave, disability, ADA-related leave and accommodation processes, and personal leaves. Coordinate intake, eligibility determination, required notices and documentation, tracking, communication, return-to-work processes, benefit continuation, and coordination with third-party administrators and insurance carriers.
• Support the interactive process for workplace accommodation requests in partnership with HR leadership, employees, healthcare providers, and operational leadership, ensuring appropriate documentation and consistent administration.
• Partner with Environmental Health & Safety and applicable carriers or third-party administrators in the administration of workers' compensation claims, including employee communication, documentation, work status updates, and return-to-work coordination.
• Process and audit employee data changes within the HRIS, including hires, transfers, promotions, compensation changes, benefit changes, leaves, and terminations, ensuring accuracy, appropriate authorization, confidentiality, and timely communication of payroll-impacting changes.
• Support compliance with applicable federal, state, and local employment laws and regulations and assist HR leadership in maintaining compliant employment practices, records, notices, reporting, and documentation.
• Provide guidance to members and supervisors regarding HR policies, programs, procedures, and employment practices; identify recurring questions or inconsistencies and recommend clarification or process improvements when appropriate.
• Support leaders throughout the performance management process, including goal setting, coaching, corrective action, performance improvement, documentation, and periodic performance review activities.
• Develop and deliver HR-related training, presentations, orientation content, policy refreshers, benefit education, and other learning sessions for members and leaders as assigned.
• Prepare recurring and ad hoc HR reports and metrics; review workforce and HR data for trends, accuracy, risks, and opportunities; and provide…