Human Resources Generalist

HR Generalist responsible for daily HR functions supporting AJ's Safe Place residential group homes and Day Treatment and Training program in Phoenix, AZ (hybrid).

• Confirm staffing needs with Program Directors, leads, and leadership to determine current requirements.
• Maintain an up-to-date openings ledger by program, shift, location, and hiring priority.
• Draft and publish approved job postings.
• Review applications and screen candidates for suitability.
• Coordinate and conduct interviews with applicants.
• Obtain references when required and complete verifications.
• Prepare offers of employment once approved.
• Maintain timely and professional communication with candidates throughout the process.
• Monitor each candidate from application through final clearance and placement.
• Alert leadership and managers to hiring delays or concerns.
• Oversee onboarding from offer through clearance to start date.
• Assign and monitor BambooHR onboarding documents.
• Verify Form I-9 documentation and employment eligibility.
• Coordinate E-Verify requirements when applicable.
• Coordinate fingerprint clearance card applications.
• Track criminal background checks and Central Registry checks.
• Coordinate AZDPS fingerprint requirements.
• Track SAM, LEIE, OIG, APS and other required exclusion checks.
• Maintain accurate onboarding and clearance trackers.
• Notify employees of incomplete requirements.
• Confirm all steps are complete before scheduling a new employee.
• Track all training and certification requirements for employees.
• Monitor CPR, First Aid, Article 9, Prevention and Support, medication administration, and other mandatory trainings.
• Coordinate trainings through Omnean and other approved providers.
• Maintain 30-, 60-, and 90-day expiration reports.
• Notify employees and managers about upcoming expirations.
• Escalate unresolved or expired requirements.
• Remove or suspend employees from assignments when not compliant.
• Track member-specific orientation and readiness to work independently.
• Maintain complete, organized, and survey-ready employee files.
• Conduct routine audits of active employee records.
• Use the DDD/CMU monitoring worksheet when reviewing files.
• Verify required hiring documents, clearances, credentials, training, and signatures.
• Correct missing or outdated employee information.
• Maintain evidence of monthly exclusion checks.
• Prepare records for internal reviews, DDD monitoring, and CMU audits.
• Immediately notify leadership of serious compliance concerns.
• Create and manage employee profiles.
• Update job titles, supervisors, assignments, pay status, and employment status.
• Assign forms, tasks, and signatures.
• Track certifications and expiration dates.
• Create and remove system access as needed.
• Remove former employees from active systems.
• Conduct routine cross-system audits to ensure consistency.
• Protect confidential employee and member information.
• Assist with new-hire setup in Paychex.
• Verify employee information before payroll deadlines.
• Review missed punches, timekeeping discrepancies, and approved corrections.
• Process approved changes to pay rate, deductions, benefits, and employment status.
• Assist employees with payroll and benefits inquiries.
• Track benefit eligibility and enrollment deadlines.
• Coordinate medical benefit enrollment and payroll deductions.
• Maintain accurate benefit records.
• Assist with qualifying life events and benefit terminations.
• Escalate payroll errors or compensation decisions requiring owner approval.
• Serve as an accessible and professional HR resource.
• Reinforce the organization’s chain of command.
• Assist managers with coaching, corrective action, and performance improvement documentation.
• Maintain complete and objective employee-relations records.
• Support investigations as directed by ownership.
• Conduct new-hire and periodic employee check-ins.
• Complete 7-day, 30-day, 60-day, and 90-day retention check-ins.
• Identify employees at risk of resignation or disengagement.
• Review patterns in attendance, leadership, scheduling, training, or morale.
• Recommend practical retention improvements based on observations.
• Escalate investigations, terminations, legal matters, harassment concerns, and serious safety issues to ownership.
• Manage resignations, terminations, and job abandonment processes.
• Prepare separation documents and acknowledgments.
• Confirm the employee’s last date worked.
• Update BambooHR, Paychex, When I Work, Therap, and other systems as needed.
• Remove system and facility access when appropriate.
• Coordinate benefit termination.
• Track the return of keys, identification, equipment, badges, and other property.
• Notify managers and leadership of updates or issues.
• Conduct exit interviews when appropriate.
• Document separation reasons.
• Reopen the position when replacement staffing is required.
• Open positions, applicants, interviews, offers, and expected start dates.
• New-hire onboarding status and fingerprint/background-check status.
• Orientation attendance and employee clearance status.
• Missing or expiring certifications and compliance percentage.
• Benefits and payroll matters,…