Human Resources Generalist

Employment Type:

Full-Time or Part-Time, Non-Exempt

At FMG, we are dedicated to supporting funeral homes and cemeteries in providing compassionate, dignified, and exceptional care to families during their most difficult times. As a corporate partner, we manage the operational, financial, and administrative functions so our local funeral directors and cemetery staff can focus on what matters most: serving our communities. We value empathy, integrity, and operational excellence.

The Human Resources Generalist will play a critical role in supporting FMG’s field locations and corporate staff. This role serves as a primary HR point of contact for funeral home managers, cemetery operators, and staff, handling employee relations, compliance, and performance management. In addition to core generalist duties, this position acts as the subject matter expert in Payroll, Recruiting and/or Benefits Management, ensuring our specialized workforce of licensed professionals, administrative staff, and sales counselors are supported accurately and efficiently.

• Onboarding & Offboarding:
  Ensure a smooth transition for employee onboarding and offboarding, ensuring all corporate, state, and safety compliance training (e.g., OSHA, formaldehyde exposure standards) is completed. Create and present weekly onboarding sessions.
• Employee Relations:
  Serve as a trusted advisor to funeral home and cemetery managers regarding employee conflict resolution, performance improvement plans, and disciplinary actions.
• Industry Compliance:
  Partner with the Director of Human Resources to ensure HR practices comply with federal, state, and local labor laws, as well as industry-specific regulations regarding licensed funeral directors, embalmers, and cemetery personnel.
• Performance Management:
  Assist managers in executing annual performance reviews, goal setting, and professional development plans for field and corporate staff.
• Employee Engagement:
  Assist in the development and implementation of an employee engagement survey. Compile feedback from these surveys and new hire check-ins, analyze trends, and present actionable insights to corporate leadership.
• Retention:
  Conduct 30, 60, and 90-day check-ins with new hires to ensure successful integration and identify any early retention risks.
• Policy Implementation:
  Roll out and communicate corporate HR policies to geographically dispersed funeral homes and cemeteries, adapting messaging to fit the 24/7 nature of the business.

• Payroll Processing:
  Process bi-weekly multi-state payroll for salaried, hourly, and on-call field staff, ensuring accuracy in shift differentials and overtime.
• Commission & Bonus Tracking:
  Calculate and administer complex commission structures for pre-need and at-need Family Service Counselors and Cemetery Sales Representatives.
• On-Call & After-Hours Pay:
  Manage the specific pay structures associated with on-call transport teams, night-shift embalmers, and weekend service staff.
• Auditing & Reporting:
  Conduct regular payroll audits, manage payroll tax compliance alongside our payroll vendor (e.g., ADP, Paylocity), and generate labor cost reports for regional directors.
• Niche Talent Sourcing:
  Build a pipeline of highly specialized talent, including Licensed Funeral Directors, Embalmers, Crematory Operators, and Groundskeeper/Maintenance staff.
• Mortuary School Partnerships:
  Develop relationships with mortuary science colleges and programs to recruit apprentices and newly licensed graduates.
• Full-Cycle Recruiting:
  Manage the end-to-end hiring process, from drafting industry-specific job descriptions to screening candidates for the high emotional intelligence and empathy required in death care.
• Licensing…