Human Resources Generalist

IVCI is a leader in the Unified Communications, Collaboration and Audio Visual Integration industries. We provide solutions to corporate, educational, and government markets across the US and the world. Our services aim at achieving client goals by focusing on the desired end user experience. As a leader in the industry, we constantly adapt to new technologies and are looking for qualified individuals to join our growing team to support our efforts.

JOB SUMMARY

The HR Generalist plays a role within IVCI's Human Resources function, ensuring the smooth day-to-day management of core HR processes. This role is responsible for managing employee onboarding and offboarding, maintaining accurate HR data and records, and analyzing data and trends and providing recommendations to leadership. Working closely with key stakeholders, the HR Generalist manages employee lifecycle changes, supports recruiting and candidate evaluation, and administers leave, accommodation, and other aspects of HR operations. The HR Generalist serves as a day-to-day HR resource to employees and managers, applying company policies, exercising judgment in routine HR matters, and escalating significant or complex matters to leadership as appropriate. This position is well suited to a detail-oriented HR professional who thrives on organization, accuracy, responsive service, problem-solving and sound judgement within a growing, multi-state organization.

ROLE AND RESPONSIBILITIES

• Manage onboarding for new hires, including new-hire paperwork, system setup, orientation scheduling, and first-day/first-week coordination with managers.
• Manage offboarding processes, including exit paperwork, equipment return tracking, system deactivation requests, final documentation, and identification of matters requiring additional review or follow-up.
• Manage employee lifecycle changes and support organizational transitions, including evaluating and processing status changes, transfers, and updates in HR systems.
• Analyze and maintain HR metrics and reports, including headcount, turnover, performance, and employee relations trends; identify meaningful trends and provide observations and recommendations to leadership.
• Maintain accurate, up-to-date employee data and records in HRIS systems.
• Manage and provide guidance regarding performance management processes, including tracking timelines for goal setting, annual reviews, and development plans and advising managers on established performance management practices.
• Partner with managers on employee performance and corrective action matters; evaluate circumstances, provide guidance on appropriate action consistent with company policy and past practice, prepare corrective action documentation, and escalate significant or complex matters to leadership as appropriate.

• Interpret and apply established company policies, procedures, and HR practices and provide day-to-day guidance to employees and managers. Identify situations requiring policy clarification or leadership review and recommend appropriate next steps.
• Serve as a day-to-day HR resource to employees and managers, independently addressing routine employee relations matters, gathering relevant information, evaluating workplace concerns, recommending appropriate resolutions, and escalating significant or complex matters to leadership as appropriate.
• Support the Talent Acquisition process by managing the ATS, posting open roles, evaluating and screening candidates against established position requirements, recommending qualified candidates to hiring managers, coordinating interviews, and providing guidance throughout the recruiting process.
• Administer leave and accommodation requests (FMLA, ADA, PWFA, state leave programs, workers' compensation) by processing paperwork, tracking timelines, and reviewing requests, gathering required information, evaluating requirements under established policies and applicable regulations, tracking timelines, and coordinating with third-party administrators and leadership. Escalate complex or high-risk matters as appropriate.
• Maintain accurate documentation to support compliance with applicable leave and accommodation regulations, identify potential compliance concerns, and recommend appropriate follow-up or corrective action.
• Process compensation, promotion, and transfer changes accurately and on time, reviewing changes to ensure employee classifications and reporting structures are correctly reflected in HR systems and identifying discrepancies or concerns for leadership review.
• Process compensation, promotion, and transfer paperwork changes accurately and on time, reviewing changes to ensure employee classifications and reporting structures are correctly reflected in HR systems and identifying discrepancies or concerns for leadership review.
• Analyze HR data and prepare reports to support leadership decision-making and continuous improvement initiatives, identifying trends, risks, and opportunities for improvement.
• Exercise discretion and independent judgment in resolving routine HR matters within established company policies and practices, escalating matters involving significant risk, precedent, or business impact to leadership.
• Contribute to a positive workplace environment consistent with IVCI's core values.

MINIMUM REQUIREMENTS

• Associate's or Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• 2–4 years of HR experience, including working knowledge of federal and state employment practices with the ability to interpret requirements, apply established policies and practices, and recognize matters requiring escalation or additional guidance.
• Strong attention to detail and organizational skills, particularly with data entry, recordkeeping, and reporting.
• Working knowledge of federal and state employment practices with the ability to interpret requirements, apply established policies and practices, and recognize matters requiring escalation or additional guidance.
• Strong written and verbal communication skills.
• Proficiency with HRIS platforms and Microsoft Office applications, with strong Excel skills for data compilation and reporting.
• Ability to build positive working relationships with employees and managers and handle sensitive information with discretion.
• Experience supporting a multi-state workforce and recognizing when differing state or local requirements require additional review or guidance.

PREFERRED SKILLS

• PHR or SHRM-CP certification (or in progress).
• Experience supporting technology, audiovisual, integration, construction, field service, or project-based workforces.
• Experience with PEO structures, ATS platforms and HRIS data reporting tools.

IVCi provides comprehensive, detailed trainings for all tools and processes used in this role. Experience with collaboration technologies, conferencing platforms, monitoring systems, or operational support environments is a plus but not required.

IVCi is an Equal Employment Opportunity Employer. We encourage veterans, seasoned professionals, and those returning to the workforce from unemployment or planned breaks to apply.