Human Resources Generalist

Human Resources GeneralistFounded in 2014, Zywie is a full-suite, remote cardiac monitoring company specializing in wearable biosensor devices and cloud-based data analytic solutions. Zywie's flagship product is the ZywieNano™ patch, a small band-aid-like patch that patients wear on their chest to continuously monitor their heart's electrical activity for up to 30 days. The data collected by the ZywieNano™ patch is sent to Zywie's cloud-based platform, where it is analyzed by algorithms to provide insights into a patient's heart rhythm and potential cardiac conditions.The Human Resources Generalist is a hands-on, broad-scope role supporting the full employee lifecycle across Zywie's multi-state, remote workforce. Partnering closely with the Manager of Human Resources, this individual will deliver day-to-day HR operations while helping mature the systems, processes, and documentation that scale with the business.This is a knowledge-worker role for someone who applies judgment, not just process. Zywie's HR function is small by design and high-leverage by necessity: the Generalist will own real work end to end, exercise independent decision-making within established policy, and have direct visibility to leaders. This is an ideal opportunity for an HR professional who wants breadth, autonomy, and the chance to help build a function rather than maintain one.Duties and ResponsibilitiesSupport the development, implementation, and maintenance of HR policies and procedures; provide guidance to employees and managers on interpretation and applicationMonitor federal, state, and local employment law developments across Zywie's 20+ state footprint and flag required policy, notice, or practice changesMaintain compliance with FMLA, ADA, FLSA, Title VII, state leave and sick time laws, pay transparency requirements, and applicable posting obligationsSupport compliance reporting including EEO-1, ACA, workers' compensation, and unemployment claims administrationMaintain accurate, confidential employee records and documentation in accordance with retention requirements and Zywie's quality and regulatory environmentManage full-cycle recruitment for assigned requisitions: intake meetings, job postings, sourcing, resume screening, interview scheduling, and candidate communicationConduct phone screens and participate in interview panels; coach hiring managers on structured, legally defensible interviewing practicesPrepare offer letters, initiate background screening, and manage pre-employment requirementsOwn the remote onboarding experience end to end — systems provisioning coordination, new hire paperwork, orientation delivery, and 30/60/90-day check-insSupport Zywie's promote-from-within philosophy and employee referral efforts through internal postings and candidate pipeline developmentServe as a first point of contact for employee questions, concerns, and complaints; respond promptly, fairly, and with discretionConduct and document workplace investigations under the direction of the Manager of Human Resources; prepare investigation summaries and recommend outcomesCoach managers through performance concerns, corrective action, and difficult conversations, balancing employee advocacy with organizational riskDraft corrective action documentation, performance improvement plans, and separation paperwork; support offboarding and exit interviewsIdentify themes across employee relations activity and recommend proactive interventionsAdminister health and welfare benefits, 401(k), and leave programs; serve as the day-to-day resource for employee benefits questions and escalationsSupport annual open enrollment including communications, employee education sessions, system configuration testing, and post-enrollment auditsManage benefit eligibility, qualifying life events, COBRA, and carrier reconciliation with the broker and vendor partnersSupport compensation activities including salary benchmarking, job evaluation, offer analysis, and the annual merit planning cyclePartner with Finance/Payroll on data accuracy, status changes, and pay-impacting transactions; support multi-state payroll complianceAdminister performance management cycles including goal setting, mid-year check-ins, annual reviews, and calibration supportWork with managers and employees to address performance issues early, constructively, and consistentlyIdentify training needs across the organization and support delivery of learning content, manager enablement, and leadership development programmingSupport engagement survey administration, action planning, and follow-through on culture initiativesMaintain data integrity in ADP Workforce Now, including employee records, job data, org structure, and workflow configurationBuild and distribute recurring HR reports and dashboards (headcount, turnover, time-to-fill, leave, compliance) and provide analysis on trendsIdentify opportunities to automate, standardize, and document HR processes; maintain SOPs and the HR knowledge baseSupport responsible adoption of approved AI tools within HR workflows in line with Zywie's usage guidelinesQualificationsBachelor's degree in Human Resources, Business, or a related field — or equivalent combination of education and progressive HR experience3+ years of generalist HR experience spanning at least three of: recruitment, employee relations, benefits, compensation, compliance, or performance managementWorking knowledge of federal and multi-state employment and labor lawExperience with an HRIS platform; ability to manage data accurately and produce clean reportingDemonstrated sound judgment, critical thinking, and decision-making in ambiguous or sensitive situationsProven ability to handle confidential information with absolute discretionStrong written and verbal communication skills; able to explain policy clearly to employees at every levelProficiency with Microsoft Office (Word, Excel, PowerPoint, Outlook, Teams)Ability to work independently and stay organized in a fully remote, distributed environmentPreferred QualificationsHR certification — PHR, SPHR, SHRM-CP, or SHRM-SCPHands-on experience with ADP Workforce NowExperience supporting a remote or multi-state workforce, including California employment law exposureExperience in medical device, healthcare, or another regulated industry (ISO 13485, FDA, HIPAA awareness)Experience supporting an HR function in a growth-stage company where processes are still being builtFamiliarity with salary benchmarking tools and compensation structure administrationCompetenciesJudgment & Critical Thinking — applies information and analysis to solve problems and reach defensible conclusionsTrust & Confidentiality — earns credibility with employees and leaders alikeExecution & Follow-Through — owns outcomes without needing to be managed to the finish lineBusiness Partnership — connects HR practice to operational and business resultsAdaptability — comfortable with shifting priorities and evolving processesService Orientation — treats every employee interaction as a reflection of the culturePhysical Demands and Work EnvironmentPrimarily sedentary office work with extended computer useRegular standing and walking for team meetings and floor supervisionOccasional lifting of office materials (up to 25 lbs)Visual acuity required for data analysis and report reviewManual dexterity needed for computer operation and documentationBenefitsHealth InsurancePTO and Holidays401(K)Life InsuranceAD & D InsuranceThe above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or physical requirements. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.Zywie is an Equal Opportunity Employer. Zywie does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.