Human Resources Generalist

About the Role:

The Human Resources Generalist plays a pivotal role in managing and supporting the full spectrum of HR functions within the organization, ensuring alignment with business goals and compliance with employment laws. This position is responsible for fostering a positive work environment by addressing employee relations, administering benefits, and facilitating onboarding processes. The HR Generalist acts as a trusted advisor to both management and employees, providing guidance on policies, performance management, and conflict resolution. By maintaining accurate HR records and generating insightful reports, this role supports strategic decision-making and continuous improvement of HR practices. Ultimately, the Human Resources Generalist contributes to building a motivated, engaged, and high-performing workforce that drives organizational success.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Minimum of 3 years of experience in a human resources role with exposure to generalist functions.
• Strong knowledge of federal and state employment laws and HR best practices.
• Proficiency with HRIS systems and Microsoft Office Suite.
• Excellent communication, interpersonal, and organizational skills.
• Relevant experience may substitute for the educational requirement on a year-for-year basis.

Preferred Qualifications:

• Professional HR certification such as PHR, SHRM-CP, or equivalent.
• Experience working in a fast-paced corporate environment or with multiple business units.
• Familiarity with benefits administration and payroll processes.
• Demonstrated ability to manage multiple priorities and projects simultaneously.
• Experience supporting diversity, equity, and inclusion initiatives.

Responsibilities:

• Manage day-to-day HR operations including, onboarding, employee relations, benefits administration, and compliance with federal and state employment laws.
• Serve as a point of contact for employees and management to address HR-related inquiries, resolve conflicts, and provide guidance on policies and procedures.
• Coordinate and facilitate performance management processes, including goal setting, evaluations, and development plans.
• Maintain and update employee records, HR databases, and generate reports to support workforce planning and compliance audits.
• Assist in the development and implementation of HR initiatives and programs that promote employee engagement, diversity, equity, and inclusion.