HR Generalist

Role Description

The HR Generalist is a hands-on partner supporting employees and leaders throughout the employee lifecycle. This position is ideal for an HR professional with 2–5 years of progressive HR experience who enjoys variety, thrives in a fast-paced environment, and wants to help build HR programs from the ground up. This role supports:

• Recruiting
• Onboarding
• Employee relations
• Performance management
• HR compliance
• Policy administration
• Leave administration
• Employee engagement

while helping scale HR processes as the company continues to grow.

Qualifications

• Bachelor's degree in Human Resources, Business, or related field (or equivalent experience)
• 2–5 years of HR Generalist or HR Coordinator experience
• Knowledge of employment law fundamentals
• Strong organizational and time management skills
• Excellent written and verbal communication
• Ability to manage confidential information professionally
• Proficiency with Microsoft Office or Google Workspace
• Experience working in an HRIS

Requirements

• Experience supporting a remote workforce
• Experience with Insperity or another PEO
• SHRM-CP or PHR certification (or pursuing certification)

Benefits

• Support managers with employee relations, coaching, and performance conversations
• Promote a positive, engaging remote work culture
• Assist with employee recognition and engagement initiatives
• Coordinate interviews and hiring activities as needed
• Manage new hire onboarding and orientation
• Ensure a smooth onboarding experience for new employees
• Maintain employee records and HRIS data
• Process employee status changes
• Administer company policies and procedures
• Support benefits enrollment and employee questions
• Assist with multi-state employment law compliance
• Maintain required employment documentation
• Support policy updates and handbook revisions
• Assist with audits and HR reporting
• Coordinate performance review processes
• Track employee development plans
• Assist managers with documentation and coaching
• Monitor performance management timelines
• Improve HR processes and workflows
• Develop HR communications
• Create reports and HR metrics for leadership
• Participate in special HR initiatives as the company grows