Human Resources Generalist

Human Resources Generalist

Summary of Position:

The human Resource Generalist plays a pivotal role in fostering a positive working environment, ensuring strict adherence to employment laws, and providing support for recruitment and onboarding processes. Additionally, the Generalist serves as a benefits liaison, customizing employee benefits to meet their individual needs, all while actively participating in the management of various HR functions. This includes a significant contribution to employee development and performance management. Moreover, they are accountable for maintaining precise HR records, managing employee inquiries, and managing sensitive HR matters with discretion.

ESSENTIAL DUTIES AND RESPONSIBILITIES (Other duties may be assigned).

  • Address and resolve employee concerns, grievances, and conflicts. 
  • Foster a positive working environment, mediate employee disputes as needed, and advise management on the appropriate resolution of routine employee relations issues as directed by the HR Director.
  • Lead the orientation of newly employed associates, ensuring a smooth transition for new hires into the company culture.
  • Support associates in aligning associate needs and benefits, including health insurance, retirement plans, and other rewards.
  • Acquire and present Open Enrollment documents, providing accurate plan descriptions, H.S.A. information, and insurance costs.
  • Identify training and development needs and recommend programs to enhance employee skills.
  • Assist in performance appraisal processes and provide guidance to managers and associates.
  • Posting open positions, requesting, and retaining applications & resumes.
  • Review applicant information, ensuring alignment of skillsets with open positions.


Administrative and Database Management:

  • Lead, manage, and mentor Administrative Assistant (Receptionist).
  • Responsible for scheduling and providing introductions and tours, answering inquiries from interested parties.
  • Coordinate with department or business leaders, scheduling onsite work evaluations while ensuring detailed record-keeping.
  • Manage human resources information system (HRIS),
  • Responsible for the completion and dissemination of employment status changes for all associates of the company.
  • Track and maintain all employee and employment-related records, ensuring accuracy and risk management of documentation.
  • Manage employment-related inquiries from applicants, associates, and supervisors, referring complex and/or sensitive matters to the HR Director.

Compliance and Legal:

  • Ensure compliance with federal and state employment laws and regulations.
  • Assist in developing and updating HR policies and procedures.
  • Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions, ensuring compliance.
  • Maintain compliance with federal, state, and local employment laws and regulations and recommend best practices. Review policies and practices to maintain compliance, including FMLA, ADA, and other federally mandated protections covering medical issues.
  • Coordinate and manage special projects related to associate engagement.
  • Assist in the completion of wage surveys within the labor market to determine competitive wage rates.
  • Support the department in managing the salary administration program to ensure compliance and equity within the organization.
  • Attending and participate in employee disciplinary meetings, terminations, and investigations.

Core Competencies

  • Communicating and Building Coalitions - Able to explain and advocate facts and ideas in a convincing manner while communicating and negotiating with individuals and groups.
  • Conflict Resolution - Has the ability to identify resolutions that satisfy everyone involved in a conflict. Is assertive in initiating difficult conversations by directing without controlling. Converting reactions into responses to achieve win-win outcomes.
  • Decision making - Ability of thinking through a process and arriving to a consensus, either by oneself or collaborating with others, and following through with that action.
  • Emotional Intelligence - The ability to understand, use, and manage one’s own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges, and defuse conflict.
  • Interpersonal Communications/Relationships - Ability to identify, understand, and anticipate the emotions, concerns, and thoughts of others. Promotes a friendly climate by maintaining cooperation, pride, trust, and team spirit. Reflects a positive attitude, promotes teamwork, speaks positively about others, and treats others with respect.
  • Persuasive Communication - Ability to plan and deliver oral and written communications that make an impact and persuade intended audiences.
  • Planning and Organization - Ability to establish a process for activities that lead to the implementation of systems, procedures, or outcomes.

Required Education – Experience

  • Bachelor’s degree in human resources, Business Administration, or a related field. 
  • 5 years of experience in Human Resources
  • HR certification (e.g., SHRM-CP or PHR) is a plus.