Human Resources Generalist

Job Title: Human Resources Generalist Reports to: Vice President of Human Resources Location: Home Office (Meridian, ID) Schedule: On site Monday-Thursday 8am-5pm and Remote Friday 8am-5pm MST Compensation: $70,000-90,000/year Northpoint Recovery Holdings, LLC began 2009 as Ashwood Outpatient and officially launched the Northpoint platform in 2015. Now celebrating 10 years of growth in 2025, Northpoint is a leading behavioral healthcare provider offering evidence-based treatment for adults with substance use and co-occurring disorders through the Northpoint Recovery brand, and mental health treatment for adolescents through Imagine by Northpoint . Operating under an in‑network, commercial insurance model, Northpoint has grown exclusively through de novo expansion—from two facilities to seventeen across the Western U.S.—with more planned in both existing and new markets. We’re guided by core values of humility, heart, inspiration, and conviction . Our mission is simple: saving lives and restoring relationships by helping people get their lives back, and treating every individual with empathy and respect. POSITION SUMMARY As a key member of the Northpoint team, the Human Resources Generalist will serve as a multi-discipline resource, partnering with various team members to support HR service delivery by providing professional, analytical, and technical support to HR related project initiatives and in the interpretation and maintenance of HR policies, programs, and procedures. Activities and responsibilities may include, but is not limited to, processing employee-related transactions, indexing or scanning documents, performing basic auditing, and initiating process for onboarding employees. This position will partner with the Vice President of Human Resources and affiliate leadership team members, key project stakeholders, and employees. This individual is responsible for the successful management of various HR projects, as well as, for analysis, routine and ad hoc reporting to support the decision making functions of the affiliate leadership and senior management for HR and employment related projects/topics. ESSENTIAL RESPONSIBILITIES AND DUTIES Serve as a trusted HR partner, providing both strategic guidance and hands‑on support across all facets of the employee lifecycle, including onboarding, employee relations, leave administration, benefits, compensation, compliance, HRIS, and talent initiatives. Support the day‑to‑day HR operations of assigned markets while developing a broad understanding of business needs, workforce challenges, and organizational objectives. Partner closely with leaders to address employee concerns, provide HR guidance, deliver training, and support effective people management practices. Build strong, credible relationships across the organization, fostering trust and serving as a responsive resource for employees and leaders at all levels. Ensure the accuracy and integrity of employee data through auditing, validation, processing, and maintenance of HR records, systems, and personnel files. Administer and support leave of absence programs, benefits processes, onboarding activities, and compliance‑related requirements while ensuring adherence to applicable laws and company policies. Assist with new hire onboarding, I‑9 compliance, orientation programs, employee documentation, timekeeping setup, and other employee experience initiatives. Analyze HR data, generate reports, and provide insights that support workforce planning, operational effectiveness, and informed business decision‑making. Lead and support HR projects and initiatives, partnering with stakeholders to identify priorities, implement solutions, measure outcomes, and drive continuous improvement. Develop and deliver communications, presentations, and reports that effectively communicate project outcomes, HR initiatives, and organizational updates. Contribute to employee engagement activities, events, and culture‑building initiatives, leveraging feedback and data to improve participation and effectiveness. Demonstrate a continuous learning mindset and willingness to become involved in all areas of Human Resources, gaining exposure to both operational and strategic aspects of the function. Thrive in a collaborative, fast‑paced, and evolving environment by effectively managing competing priorities, adapting to changing business needs, and delivering high‑quality results. Ideal Candidate Profile Combines strategic thinking with a hands‑on execution mindset, effectively balancing day‑to‑day HR operations with longer‑term organizational objectives. Eager to learn and contribute across the full spectrum of Human Resources while building expertise as a trusted advisor to leadership. Possesses strong business acumen, sound judgment, and a proactive, solution‑oriented approach to problem‑solving. Excels in dynamic, high‑growth environments and is comfortable managing multiple priorities with urgency, accuracy, and attention to detail. QUALIFICATIONS/REQUIREMENTS 7+ years of progressive HR experience required Experience with small to mid size organizations and/or healthcare environments highly preferred Bachelor’s degree in a related field preferred SHRM‑CP or PHR preferred Proven advisor to managers and leaders with strong business acumen and a clear understanding of how HR drives organizational performance Demonstrated ability to operate autonomously with discretion, maintaining confidentiality while taking a hands‑on, solutions‑oriented approach Strong communicator with exceptional facilitation, listening, and writing skills; able to influence across all levels of the organization Customer‑focused mindset with the ability to prioritize competing demands and deliver accurate, timely results in a fast‑paced environment Experience supporting 24/7, multi‑shift operations and workforce growth across current and future markets Committed to fostering an inclusive, respectful workplace, with the ability to build effective relationships across diverse teams Highly adaptable, proactive in identifying opportunities for process improvement, and proficient with HR systems and related applications This job description is not intended, and should not be construed, to be exhaustive lists of all responsibilities, skills, efforts or working conditions associated with this job. It is meant to be an accurate reflection of the principal job elements essential for making fair pay decisions about jobs. Employees with potential access to protected health information must comply with all procedures and guidelines governed by HIPAA. Northpoint is an Equal Opportunity Employer. Northpoint is an At‑Will employer. Employment may be terminated at any time by employee, or employer with or without notice. Compensation: $70,000—$90,000 USD #J-18808-Ljbffr