HR Generalist

Human Resources Generalist Overview

Human Resources Generalist salary range: $71,000 - $124,000/yr. The Human Resources Generalist performs duties in recruiting/hiring, onboarding, benefits administration, leave management, employee relations, workers’ compensation, safety, compensation, organizational development, performance management, policy implementation, HRIS/systems, communications, training, EEO and affirmative action. Work under general supervision to support the Human Resources Department. The role requires a perceptive individual capable of relating to all levels within the organization and must be sensitive to corporate needs, employee goodwill and the business needs.

• Benefits Management:
  • Coordinate a variety of employee benefits: health insurance, life insurance, EAP, cafeteria plan, profit sharing, 401(k), discount tickets, company lunches, social functions, employee giving campaign, etc. Handle or refer health insurance issues.
  • Assist with compensation and employee surveys.
• Hiring/Onboarding:
  • Execute recruiting efforts including entering requisitions, candidate searches, job fairs, community functions, testing, interviewing, preparing offer packages, pre‑employment checks, approvals, and facilitating orientation and onboarding.
  • Manage vendor relationships for hiring process (temporary and contract worker agencies, uniforms providers, pre‑employment check providers, etc.), coordinate contracts, reconcile billing, update systems, run reports, perform audits, and adjust as necessary.
  • Complete EEO, affirmative action, and other government reports as required.
  • Maintain and update job descriptions.
• Legal/Compliance:
  • Implement and administer employee policies and procedures, and update the employee handbook.
  • Respond to subpoenas.
  • Maintain regulatory compliance of employee postings.
• Employee Relations/Performance Management:
  • Conduct HR investigations, including gathering facts, applying laws and policies, and recommending actions; partner with HR management and labor attorneys as needed.
  • Provide case management of employee issues from intake to resolution.
  • Maintain required documentation: intake notes, investigative notes, final reports.
  • Interpret and apply company practices, policies, and employment law to advise staff.
  • Prepare termination and severance letters and act as backup for terminations.
  • Prepare employee evaluation packages and review processes, enter completed evaluations into the system.
  • Prepare internal communications about compensation, benefits, and company policies.
• Organizational Development:
  • Analyze and recommend topics for supervisor training.
  • Develop, coordinate, and carry out training programs for employees, supervisors, and management.
  • Train and support HR team members.
• Workers’ Compensation/Safety:
  • Manage all aspects of workers’ compensation: input/track claims, follow‑up on open cases, investigations, vendor relations, claims reviews and reporting.
  • Maintain OSHA files and act as the safety committee representative.
• Leave Management:
  • Manage Leave of Absence process, coordinate and administer all leave types (workers’ comp, personal, FMLA, etc.).
  • Serve as employee point of contact for all leave inquiries/requests and advise on eligibility, processes and impact on benefits.
  • Communicate with HR, payroll and internal departments as needed.
  • Partner with management during interactive process to provide reasonable accommodations.
  • Educate employees and managers on applicable leave programs.
  • Track and report on leaves for management and other stakeholders.
  • Recommend updates to policies and procedures as laws change.
• General Requirements:
  • Collect and analyze HR data to make recommendations to management; recommend new approaches, policies and procedures to continually improve efficiency.
  • Administer HR policies and procedures according to company standards; implement best practices and relevant employment laws.
  • Provide high‑quality advice and service on daily employee relations and performance management issues.
  • Support the HR department in implementing programs to improve the employee experience.
  • Participate in developing department goals, objectives and systems.
  • Serve as…