Human Resources Generalist

SUMMARY

The Human Resources Generalist provides professional-level support across key HR functions including benefits administration, employee relations, leave management, and compliance. This role partners closely with leadership to promote a positive employee experience and ensure alignment with company policies and legal requirements.

RESPONSIBILITIES BY COMPETENCY:

(bolded text denotes an essential function of the position)

Business Results Orientation

● Maintain accurate and up to date employee data within the HRIS to support reliable reporting, compliance, and timely responses to internal inquiries

● Serve as a primary point of contact for team members, providing guidance on HR programs, benefits, policies, and procedures

● Monitor and support the performance management process, identifying opportunities for improvement and ensuring consistent application across the organization

● Administer workers’ compensation claims from start to finish, including timely filing, coordination of care, communication with stakeholders, and thorough documentation

● Manage FMLA and all other leave of absence programs, ensuring compliance with applicable laws and accurate recordkeeping

● Ensure adherence to attendance expectations and promote a culture of safety by following and reinforcing established safety practices

● Maintain and update the Policy Manual to ensure accuracy, compliance, and alignment with organizational standards

● Complete OSHA reporting requirements accurately and within designated timelines Coordinate and track employee accommodations, ensuring compliance with ADA and internal processes

● Manage unemployment claims, including documentation, responses, and participation in appeal hearings as needed

● Partner with HR leadership to address employee relations matters, providing support in investigations and resolution of workplace concerns

● Perform additional duties as assigned to support the overall effectiveness of the HR function

Communication

● Keep the HR Manager informed about any customer concerns or problems

● Communicate effectively Human Resource/Payroll related practices, policies, and procedures to the organization

● Communicate in a professional, effective and appropriate manner with internal and external customers

● Develop and implement effective communication and education plans related to assigned areas of responsibility, including but not limited to benefits, compensation, worker’s compensation, leaves of absences, wellness etc.

● Maintain designated portions of HRIS, including reports, and data entry

● Communicate effectively with supervisors, employees, claims adjusters, medical providers, and others involved in the worker’s compensation claims process

● Support key employee communication strategies regarding company benefits

● Establish effective communication with various vendors to ensure satisfaction with programs and practices

Customer Service Orientation

● Ensure timely action to internal and external customer inquiries and needs

● Assist customers with questions regarding human resources programs, offerings, policies, and procedures

● Seek feedback and listen to expectations of customers

● Maintain and develop relationships with supervisors, employees, and members of management

● Complete site and/or customer visits as required

● Assess alternatives for existing leave programs offered and recommend changes that may make leave programs more competitive

● Develop new and improved practices and procedures to provide more value-added services to customers

Developing Talent

● Attend training to further enhance professional development, understanding of company goals and strategy and complete training as required to meet regulatory compliance and company guidelines

● Coach employees on existing policies and procedures

● Cross train other team members in area of responsibility and cross train in other areas within the department to ensure adequate resources are available for customers

● Coach management group on established policies and procedures as it relates to compensation, performance management, leaves, etc.

● Work as a team member to help improve individual, department, and organizational productivity

Technical Expertise

● Ensure compliance with federal, state, and local regulations concerning employment including but not limited to ADA, FMLA, EEO, ERISA, FLSA and OSHA within area of responsibility

● Monitor HIPAA privacy compliance

● Maintain metrics related to areas of responsibility, including but not limited to leave of absences, worker’s compensation, wellness, etc.

● Develop and maintain job procedures for areas of responsibility

● Adhere to all Wallis Companies safety policies and report all safety incidents to supervisor immediately

● Maintain and update salary grades, compensation structure, policies/procedures, and all other aspects of base and bonus compensation

● Provide support with job descriptions

● Complete all required OSHA reporting, ensuring accuracy and timeliness

Supervisory Responsibilities

This position does not currently include direct reports but may provide mentorship or project leadership opportunities in collaboration with other HR team members.

Qualifications

(bolded font denotes an essential qualification of the position)

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education: Bachelor’s Degree in Human Resources or Related Field; Master’s degree in Human resources or related field

Experience: Minimum 5 years of progressive HR experience, including direct

experience in benefits administration, leave management, compensation, and HR systems

Language Skills: Ability to read, write, speak, and understand English in a manner

that is sufficient for effective communication with groups of managers, clients, customers and the general public

Skills and Abilities:

(May be representative but not all-inclusive of those commonly associated with the position)

● Ability to analyze HR data and metrics to inform decisions and improve processes

● Experience with or ability to quickly learn HR technologies such as HRIS, payroll platforms, or employee engagement systems (e.g., ADP, Paycom, Paylocity, BambooHR, etc.)

● Serve as a trusted resource for employees and leaders, handling sensitive information with professionalism, empathy, and integrity

● Ability to apply analytical and interpretive skills to problem solve

● Ability to use discretion with confidential information

● Organizational skills in a fast paced and ever-changing environment

● Ability to use judgment in the analysis of facts and circumstances surrounding individual problems and transactions and in the determination of actions to be taken within the limits of standard or accepted practice

Technology, Tools, and Equipment:

● Computer

● Microsoft Office

● HRIS platforms

● Telephone

● Copy/Print/Fax Machine

(Proficiency with preferred items is not required to meet minimum qualifications, but proficiency must be established to complete essential job functions)

Certifications, Licenses, and/or Registrations:

Valid driver’s license; SHRM-CP/SCP or PHR/SPHR preferred

Physical Demands

The physical demands described below are representative of those that must be met by an employee to

successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Disclaimer

This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees may be required to follow other job-related instructions and to perform other job-related duties as requested, subject to all applicable state and federal laws. Wallis Companies reserves the

right to make changes to job descriptions as needed with or without notice to affected employees. Certain job functions described herein may be subject to possible modification in accordance with applicable state and federal laws. This job description does not establish a contract for employment.

INDHRG