Human Resources Generalist

Job Description

Job Description

Avam is a growing applied science and advanced materials organization developing products and technologies across life sciences, diagnostics, and advanced chemistry. Through Avam Group and its operating businesses, we bring together scientific expertise, commercial execution, and multidisciplinary innovation to move ideas from the lab into real-world use.

As Avam expands, we are building the people, systems, and organizational foundation needed to support our long-term growth.

The Role

Avam is seeking a resourceful, collaborative, and growth minded  HR Generalist to support people operations across Avam Group and its operating businesses.

In this hands-on role, you will help manage the everyday functions that keep our organization running effectively—including employee onboarding, payroll coordination, benefits administration, employment compliance, employee relations, HR systems, policies, and workforce reporting. You will work closely with employees, managers, senior leadership, finance, and external partners to provide responsive support and build consistent, scalable HR practices.

This opportunity is well suited to an HR professional who has developed a strong foundation and is ready to take on broader responsibility. As Avam grows, the successful candidate will have the opportunity to progress into an  HR Manager or Director role and, over time, broader HR leadership based on performance and organizational needs.

What You’ll Do

HR Operations and Compliance

• Provide dependable day-to-day HR support across Avam Group and its operating businesses.
• Maintain accurate employee records, personnel documentation, employment agreements, policies, handbooks, and required workplace notices.
• Coordinate employee lifecycle activities, including offers, pre-employment requirements, onboarding, employment changes, transfers, and offboarding.
• Help support compliance with applicable employment laws, wage-and-hour requirements, workplace regulations, and internal policies.
• Monitor relevant regulatory developments and work with leadership and external advisors to translate changes into practical policies and processes.
• Assist with employee classifications, leave administration, workplace accommodations, performance matters, investigations, and separations.
• Identify potential compliance or documentation gaps and recommend practical ways to address them.
• Handle confidential employee and company information with sound judgment and discretion.

Employee Relations and Manager Support

• Serve as an approachable and trusted point of contact for employees and managers.
• Respond to employee questions with professionalism, empathy, consistency, and appropriate confidentiality.
• Support managers with employee communication, documentation, feedback, performance concerns, and day-to-day people-management practices.
• Assist with employee relations matters, investigations, corrective action, performance improvement plans, and separations in coordination with leadership and external advisors when appropriate.
• Help ensure policies and workplace expectations are applied consistently across teams and business units.
• Promote a collaborative, accountable, respectful, and inclusive workplace.

Employee Experience and Development

• Coordinate organized and welcoming onboarding experiences that help new employees become productive and connected.
• Support performance-review cycles, goal setting, employee development, training, recognition, engagement, and retention initiatives.
• Help identify employee and manager training needs and coordinate appropriate resources.
• Gather employee feedback and recommend improvements to the overall employee experience.
• Support internal communications related to HR programs, policies, benefits, organizational changes, and workplace initiatives.

Recruiting and Workforce Support

• Support recruiting activities as business needs evolve, including job descriptions, job postings, candidate coordination, interview processes, offers, and pre-employment requirements.
• Partner with hiring managers to provide candidates with an organized and professional experience.
• Help maintain position, compensation, headcount, and organizational records.
• Assist leadership with workforce planning, organizational changes, and evolving staffing needs.

Process Improvement and Growth

• Identify opportunities to make HR processes clearer, faster, and more consistent.
• Develop practical workflows, templates, checklists, standard operating procedures, and employee resources.
• Bring forward thoughtful recommendations—not simply problems—and help translate decisions into action.
• Participate in broader people initiatives involving organizational structure, compensation practices, employee development, retention, and workforce planning.
• Gradually assume greater responsibility as the organization and HR function expand.

Requirements

What We’re Looking For

• At least  two years of progressive, hands-on HR experience , preferably within a growing, multi-entity, multi-location, or operationally complex organization.
• Working knowledge of HR operations, employment compliance, payroll administration, benefits, employee relations, and the employee lifecycle.
• Experience coordinating or processing payroll and reviewing payroll information for accuracy.
• Experience handling sensitive employee matters with professionalism, discretion, and sound judgment.
• Familiarity with leave administration, workplace accommodations, performance documentation, investigations, and employee separations.
• Strong organizational skills, attention to detail, and the ability to manage multiple priorities and deadlines.
• A practical, solutions-oriented approach and the confidence to make thoughtful recommendations.
• Strong written and verbal communication skills, with the ability to work effectively with employees, managers, executives, and external partners.
• Comfort operating in a fast-moving environment where processes are evolving and initiative is valued.
• Proficiency with HRIS, payroll, benefits, and standard business software; experience with ADP or a comparable platform is preferred.
• Experience supporting a multi-state or distributed workforce is preferred.
• Bachelor’s degree in human resources, business, organizational leadership, or a related field is preferred; equivalent relevant experience will also be considered.
• SHRM-CP, PHR, or another relevant HR certification is valued but not required.

You’ll Thrive Here If You Are

• Hands-on: You are comfortable moving between payroll details, employee questions, documentation, systems, and process improvement.
• Collaborative: You build trusted relationships and enjoy working across teams and business units.
• Proactive: You anticipate needs, identify risks, and bring forward practical solutions.
• Adaptable: You can introduce structure without becoming rigid and remain effective as priorities change.
• Business-minded: You understand that effective HR practices should support employees while advancing organizational performance.
• Growth-oriented: You want to expand your capabilities, accept greater responsibility, and build toward HR leadership.

Benefits

Benefits & Career Growth

At Avam, we invest in your well-being, financial future, and professional growth. Benefits for eligible employees include:

• Health coverage: Medical, dental, and vision plans, targeting 100% company paid employee only premiums and a company contribution toward family premiums.
• Retirement savings: A 401(k) with a dollar-for-dollar company match on employee contributions up to 5% of eligible compensation.
• Time to recharge: Unlimited paid time off, subject to manager approval, plus company holidays and all federal holidays.
• Career development: Training, mentorship, and opportunities to expand your responsibilities and pursue leadership or other career paths as Avam grows.

Benefits are subject to eligibility, applicable plan terms, and company policies.