HR Generalist

Position Summary: The Human Resources Generalist serves as ARRT's primary resource for employment law compliance, HR policy administration, audits, investigations, reporting, and employee relations while supporting core HR generalist functions. This role monitors federal, state, and local employment law developments, translates regulatory requirements into practical HR processes, conducts compliance reviews, and partners with leaders to ensure consistent and legally defensible employment practices. The position plays a critical role in mitigating organizational risk while supporting an engaged, high-performing workforce aligned with ARRT's mission and values. Duties and Responsibilities HR Generalist Serve as a primary HR contact for employees and managers, responding to inquiries regarding policies, procedures, and programs. Partner with leaders to provide guidance on employee relations issues and support fair, consistent resolution. Administer and support the performance management and merit process process, including goal setting, evaluations, corrective actions, and terminations. Coach leaders on effective documentation and appropriate handling of performance and conduct issues. Identify trends or gaps in performance management or employee relations practices and recommend improvements. Partner with the VP of HR to ensure consistent application of progressive discipline practices. Support recruitment and selection processes to ensure compliance with employment laws and organizational hiring practices. Maintain employment records. Prepare employee separation documentation and conduct exit interviews. Support HRIS reporting and maintain data integrity. Develop and maintain HR templates, tools, and workflows to improve efficiency and consistency. Assist in the development, delivery, and tracking of compliance and HR training programs. Educate managers on employment practices, including exempt vs. non-exempt classifications and multi-state workforce considerations. Serve as a trusted advisor to leaders by providing practical, business-aligned HR guidance. Compliance Develop, maintain, and monitor HR’s compliance calendars, regulatory deadlines, required postings, notices, and recurring audits. Coordinate and monitor compliance related to employee leave programs, including FMLA, ADA accommodations, state leave programs, and related documentation requirements. Manage I-9 compliance, employment authorization verification, reverification requirements, and periodic internal audits. Assess and support compliance requirements associated with a multi-state workforce, including wage and hour laws, leave laws, pay transparency requirements, employee notice obligations, etc. Develop annual HR audit plans, conduct compliance reviews, document findings, recommend corrective actions, and monitor remediation efforts. Develop and present HR compliance metrics trends, audit results, and risks assessments to HR Leadership. Support OSHA-related compliance requirements and workplace safety initiatives. Draft, review, and maintain HR policies, procedures, and employee handbook content to ensure alignment with legal requirements and best practices. Conduct regular reviews of HR policies and procedures; recommend updates based on regulatory changes, audit findings, or organizational needs. Identify employment-related compliance risks and develop practical mitigation strategies. Provide clear, well-documented, and legally defensible HR guidance to leaders. Advise on compliance matters related to FMLA, FLSA, ADA, OSHA, EEO, workers’ compensation, wage and hour laws, and other applicable regulations. Monitor legal changes affecting performance management, disciplinary processes, and contractor relationships; update practices accordingly. Conduct compliance audits related to personnel files, performance documentation, disciplinary actions, training records, payroll practices, and contractor files. Ensure consistent application of HR policies and practices to reduce legal and reputational risk. Maintain accurate and confidential personnel records in compliance with retention and privacy requirements. Oversee record retention and destruction practices in alignment with legal and organizational standards. Prepare, analyze, and maintain HR compliance reporting and required filings, including EEO-1 reporting, OSHA reporting, benefits-related reporting, and other federal, state, and local requirements. Audit timekeeping and payroll practices to ensure compliance with wage and hour laws. Support and document workplace investigations, ensuring proper timelines, confidentiality, and record retention. Ensure investigations and resulting employment actions comply with employment laws, internal policies, and documentation standards. Monitor compliance related to contractor and staffing agency relationships, including worker classification and co-employment risk. Ensure appropriate documentation and processes for onboarding, managing, and separating contractors and agency staff. Develop compliance dashboards, reporting tools, and process improvements to track risks and support organizational consistency. Stay current on employment law developments and assess organizational impact. Skills and Abilities Demonstrated experience interpreting and applying federal and state employment laws. Experience conducting HR audits, compliance reviews, and corrective action planning. Experience supporting or leading workplace investigations. Experience preparing and analyzing HR metrics, compliance reports, and regulatory filings. Exceptional written and verbal communication skills, with the ability to interpret legal and compliance requirements and translate them into clear, practical guidance. Strong working knowledge of employment law, HR policies, procedures, and compliance best practices including performance management, corrective action, and workplace investigation standards. Ability to assess and mitigate risk related to documentation quality, consistency, and timeliness. Strong analytical and problemsolving skills, with high attention to detail. Experience collecting and analyzing qualitative and quantitative data to inform decisions and recommendations. Ability to understand complex business processes, identify opportunities for improvement, and develop effective, scalable solutions. Ability to identify employment-related risks and recommend practical solutions that balance compliance and business needs. Knowledge of audit principles, compliance monitoring techniques, and documentation standards. Advanced proficiency analyzing HR data and trends to identify compliance concerns and organizational risks. Demonstrated commitment to ethics, confidentiality, and discretion when handling sensitive information. Ability to maintain accurate records and track multiple deadlines independently. Processdriven mindset with experience documenting, standardizing, organizing and continuously improving workflows. Strong collaboration skills, with the ability to work effectively with diverse stakeholders across HR and the broader organization. Adaptable and flexible, with the ability to shift priorities and manage multiple projects and compliance deadlines with minimal supervision. Proficient in HRIS systems and Microsoft Office Suite, including SharePoint. Minimum Qualifications Bachelor’s degree in human resources, risk management, Business Administration, or related field 5+ years of progressive Human Resources experience 3-5 years of direct experience supporting employment law compliance, HR audits, workplace investigations, policy administration, or regulatory compliance programs. Preferred Qualifications Master’s degree Experience supporting organizational change, policy implementation, or compliance remediation Human Resources or compliance certification (SPHR, SHRM-SCP, or similar) #J-18808-Ljbffr