HR Generalist & Payroll Specialist

We are looking for an experienced HR specialist to lead payroll administration and support core people operations for a multi-state, multi-entity organization. This role combines end-to-end payroll ownership with broad HR generalist responsibilities, including benefits coordination, employee records management, compliance support, and HR systems administration. The ideal candidate brings strong attention to detail, sound judgment, and the ability to keep critical people processes accurate, timely, and well organized.Run semi-monthly payroll independently for a multi-entity, multi-state, multi-site organization — covering everything from initial review to funding, reconciliation, and reporting.Review pay registers and flag discrepancies to confirm correct handling of hours, overtime, bonus and commission payouts, expense reimbursements, leave balances, deductions, and wage garnishments.Handle special payment situations — corrections, back pay, manual checks, off-schedule runs, and final paychecks — in line with approvals and each state's required timing.Serve as system owner for the payroll and timekeeping platform, managing pay calendars, pay/deduction codes, approval workflows, and exceptions on time records.Work with site leaders and HR staff to clear up missed clock-ins, overtime issues, meal-break flags, and unapproved hours before each cutoff, and coach teams on payroll/timekeeping expectations.Oversee wage garnishments and support orders, respond to payroll-related tax notices, and manage related agency communications.Cross-check payroll figures, withholdings, and employer contributions with the Accounting team, and assist with quarter- and year-end closing, W-2 verification, and audits.OnboardingTake full ownership of the new-hire experience from accepted offer through the end of the probationary period, acting as the main point of contact to keep every step on track.Work directly with hiring managers to line up start dates, first-week agendas, equipment/access provisioning, and job-specific training so new employees can contribute right away.Prepare and collect required new-hire documents — I-9/E-Verify, tax withholding forms, direct deposit setup, and state new-hire filings — within required timeframes.Lead orientation sessions covering pay practices, time tracking, benefits enrollment, company policy, and mandatory compliance training.Track each new hire's progress against an onboarding checklist, follow up with managers on their assigned tasks, and ensure completed documentation lands in the personnel file.Follow up with new employees and their managers at set points during the first 90 days, resolve any open issues, and feed lessons learned back into improving the onboarding process.