Human Resources Generalist II

Job Description

Job Description

Touching Angels Healthcare, a Residential Service Agency licensed by the Maryland Department of Health, is hiring an HR Generalist II for our Ellicott City office. This advancement tier role owns full-cycle recruiting for higher-complexity positions, leads employee relations intake and documentation, owns the onboarding and offboarding workflows, and provides quality review over entry-tier HR work for a six-department healthcare organization.

This position does not process payroll; payroll is owned by the Senior HR Generalist, who this role reports to. You will complete certification and licensure verification at the working level within a documented quality chain, with real ownership of recruiting outcomes in a compliance-driven environment.

Duties and Responsibilities

Full Cycle Recruiting and Requisition Ownership (35%)

• Own end-to-end recruiting for assigned positions, including higher complexity and management support roles, from sourcing through onboarding
• Post and manage compliant job listings, conduct phone screens and structured interviews, and manage the conditional offer process
• Administer background check processing and pre-employment screening coordination, and track recruiting metrics

Employee Relations and Investigation Support (25%)

• Lead intake and objective documentation of employee relations matters and support investigations under HR leadership
• Support supervisors with corrective action documentation and consistent policy application

Onboarding and Offboarding (20%)

• Own onboarding workflow completion, including orientation, I-9, and required documentation
• Own offboarding coordination, including exit documentation, exit interviews, and access and equipment return tracking

Quality Review and Tier Support (10%)

• Review recruiting, onboarding, and personnel file documentation completed by entry-tier HR staff and provide first-level sign-off, with final verification authority held by the HR manager.
• Serve as the first escalation point for tier one HR questions and coach and mentor entry-tier staff

HR Reporting and Compliance (10%)

• Maintain HR metrics reporting for leadership, support audit preparation, and escalate certification expirations before lapse