HR Generalist

Position Summary This HR Generalist role has three key areas of responsibility, Payroll, Records and Recruiting duties that play a pivotal role in managing our most valuable asset—our people. This versatile professional bridges the gap between daily administrative accuracy and strategic organizational growth. By managing everything from the initial candidate touchpoint to the recurring accuracy of employee pay, this individual ensures a seamless lifecycle experience for all team members. The ideal candidate thrives in a fast-paced environment, balances multiple competing priorities with ease, and maintains the highest standards of data privacy and integrity. Key Responsibilities Payroll Processing The accurate execution of payroll is fundamental to employee trust and operational compliance. You will manage end-to-end processing for our workforce, ensuring all hours, overtime, bonuses, and deductions are calculated flawlessly before disbursement. Run weekly payroll accurately. Track employee hours, overtime, and paid time off. Process wage garnishments, taxes, and deductions. Answer staff questions about paychecks and benefits.

Talent Acquisition Fueling our organization's growth requires an active, engaging recruitment pipeline. In this role, you will take ownership of the hiring lifecycle by partnering with managers to define staffing needs and translate them into compelling job postings. Write and post job ads on hiring sites. Review resumes and screen applicants over the phone. Schedule interviews with hiring managers. Guide new hires through onboarding and orientation.

HR Generalist Duties Beyond payroll and hiring, you will safeguard our workplace culture and maintain strict legal compliance across all HR functions. This includes maintaining meticulous, audit-ready digital personnel files and updating employee handbooks as regulations evolve. Maintain employee records and personnel files. Help resolve workplace conflicts and employee relations issues. Ensure company policies follow state and federal labor laws. Support performance review and benefits administration processes. Promote employee engagement and retention activities. Provide professional and accurate employee communications.

Professional Experience and Education Candidates must possess a foundational educational background paired with practical, cross-functional HR experience. Professional certifications are valued and will give applicants a distinct advantage. Bachelor's degree in human resources, business, or a related field. Two to four years of combined experience in HR, payroll, and recruiting. SHRM-CP, PHR, or Certified Payroll Professional (CPP) designation preferred.

Technical and Compliance Expertise Success in this position requires immediate technical proficiency and a strong compliance baseline. You must be comfortable navigating modern administrative software and interpreting labor regulations. Proficient with payroll, timekeeping and applicant tracking systems. Familiarity with Sage, HCSS, Employee Navigator a plus Strong understanding of labor laws and payroll tax rules. Advanced skills in data management, report generation, and spreadsheet formulas.

Interpersonal Skills and Core Attributes Because you will handle sensitive personal and financial data, certain behavioral traits are critical. You must be an excellent communicator who can balance compliance with empathy and proactively resolve employee issues and concerns. High attention to detail and strict data privacy habits. Great communication skills across all organizational levels. High emotional intelligence to handle sensitive employee situations. Communicate effectively with field crews and leadership in English or Spanish. Strong attention to detail and ability to identify issues, with possible solutions. Ability to take initiative and address issues and situations proactively.

Preferred Qualifications English and Spanish language fluency Experience in civil construction, earthwork, or heavy equipment environments First Aid / CPR certification Experience with incident investigation and reporting processes

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$65,000 - $85,000 a year

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.