HR Generalist

Why Join Us? At Chesapeake Urology, we believe our people are the foundation of our success. When you join our team, you become part of an organization committed to exceptional patient care, clinical excellence, innovation, and continuous growth. We foster a collaborative and supportive culture where employees are valued, empowered, and encouraged to make a meaningful impact every day. Whether you’re just starting your career or looking to take the next step professionally, you’ll find opportunities to learn, grow, and thrive while helping improve the lives of the patients and communities we serve. We offer competitive compensation and a healthy work-life balance, allowing you to enjoy your evenings and weekends. Employees also enjoy an outstanding benefits package, including health, dental, and vision insurance, tuition reimbursement, employee assistance programs, corporate discounts, paid time off, and much more. At Chesapeake Urology, you’ll find more than a job, you’ll find a rewarding career with purpose. Job Description The HR Generalist is a front-line HR partner who helps employees and managers have a great experience with our practice, from the first hello through the last day. This role leads a professional, well-communicated onboarding and offboarding experience and provides day-to-day support on HR policies, employee relations, performance, and leave. The HR Generalist handles routine matters, partners with the HR Business Partner on moderately complex matters, and escalates sensitive or higher-risk issues. Responsibilities Onboarding, Offboarding & Employee Experience Leads the new hire experience from offer acceptance through the first 90 days, including pre-boarding communications, first-day logistics, and regular check-ins with new hires and their managers, so every employee knows what to expect and feels welcome. Coordinates and facilitates New Hire Orientation, ensuring consistent, engaging delivery of key information. Partners with Operations, Practice Development, Compliance, and other stakeholders to keep content, materials, and processes current. Leads the offboarding process, including exit communications, exit interviews, and coordination with Payroll, Benefits, and IT on final pay, benefits information, and return of equipment and access, so departures are handled smoothly and respectfully. Gathers feedback from new hires, exit interviews, and employee conversations; identifies themes; and recommends improvements to strengthen the employee experience and retention. Employee Relations & Performance Serves as a frontline HR resource for employees and managers on policies, HR programs, and routine workplace concerns. Gathers information, responds within scope, coordinates follow-up, and brings in HR leadership for sensitive, complex, or higher-risk matters. Guides managers through established performance management processes, including setting expectations, preparing coaching and corrective action documentation, and monitoring follow-through. Participates in workplace investigations and employee relations reviews under the guidance of the HR Business Partner, including document review, interview coordination, fact gathering, and maintaining investigation records. Leave & Unemployment Supports leave administration, including Maryland FAMLI, by coordinating with third-party administrators, tracking required documentation, monitoring workflows, and keeping employees and managers informed. Coordinates unemployment claims, including preparing and submitting documentation, monitoring claim activity, and maintaining records. Partners with the HR Business Partner on hearings, appeals, and complex cases. HR Operations & Data Reviews and processes employee changes in Workday, ensuring documentation, approvals, and data are accurate and complete, and supports data integrity through routine audits, validation, and cleanup. Prepares and maintains HR trackers, reports, templates, and manager resources, including workforce data and HR dashboards, while protecting confidentiality. Applies HR policies consistently, spots recurring questions or process gaps, and recommends improvements to guidance, tools, and standard operating procedures. Supports the HR Business Partner with organizational initiatives and workforce changes by coordinating communications and documentation and following up with employees and leaders. Other responsibilities as assigned in support of our mission of improving the lives of our patients. Essential Competencies Sound judgment, integrity, and discretion with sensitive information Builds trust with employees and leaders while staying objective and consistent Recognizes when to escape and involves the right partners at the right time Communicates professionally, clearly, and warmly in writing and in person, including in difficult conversations Delivers polished, engaging presentations to groups of new hires, managers, and leaders, with well- organized materials and confident, well-run facilitation Demonstrates strong attention to detail, producing accurate, complete, and well-organized employee data, documentation, and HR transactions Takes ownership and follows through on commitments Balances multiple priorities and responds with appropriate urgency in a fast-paced environment Collaborates well with HR, Payroll, Finance, Benefits, and operational teams Looks for ways to simplify and improve processes and the employee experience Qualifications Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience 2–3 years of progressively responsible HR experience (onboarding, HR operations, leave administration, employee relations support, or generalist work) Experience facilitating onboarding, orientation, or training sessions Experience with employee relations intake, documentation, and supporting managers on routine matters Working knowledge of employment practices; multi-state experience preferred Proficiency in Microsoft Office and HRIS platforms; Workday strongly preferred Attendance is an essential job function Job Type Full-Time Pay Range $60,000 - $75,000 annually Actual compensation offered to candidates is based on work experience, education, skill level, and geographic location. Compensation may vary depending on the state or region in which the position is located, in accordance with applicable laws. This position has no close date. Applications will be accepted until an offer has been extendedand accepted. Equal Opportunity Employer Our Practice is an equal opportunity employer. We do notdiscriminate based on race, color, religion, age, sex, national origin, disability, veteran status, or sexual orientation. The successful candidate(s) for any UUG position will be subject to a pre-employmentbackground check. #J-18808-Ljbffr