Human Resources Generalist

HR Generalist

The HR Generalist is a full-spectrum member of ASU's HR Service Center, capable of operating across the entire transactional and Tier 1 scope of the employee lifecycle ¿ onboarding and records, benefits and leave administration, help desk and case management, and HR data and compliance. Individual Generalists are assigned a primary functional lane with a documented secondary lane for cross coverage, but every Generalist in this classification is expected to perform the full range of duties below as business needs, staffing gaps, and peak-period volume require. This is an execution and service-delivery role: the Generalist processes, administers, and resolves; questions of strategy, policy interpretation, or complex employee relations are escalated to the HR Business Partner (HRBP) or Service Center Director. Sponsorship is not available for this position.

Responsibilities include:

• Onboarding & Records: Own the new hire onboarding lifecycle - I-9/E-Verify completion, background check coordination, personnel file setup, and new employee system provisioning - from offer acceptance through Day One. Design and refine the "Day One" experience, identifying opportunities to replace manual paperwork with digital forms and self-service onboarding steps. Execute offboarding and separation processing, including exit documentation, personnel file closure, and coordination of final access/asset checklists with IT and Facilities. Maintain accurate, audit-ready personnel files and records, performing regular quality checks to catch and correct discrepancies before they compound. Serve as a welcoming first HR touchpoint for new employees and their hiring managers, ensuring onboarding feels personal rather than purely transactional.
• Benefits & Leave Administration: Administer benefits enrollment - new hire enrollment, qualifying life events, and open enrollment processing - in coordination with the Total Rewards SME on plan design questions. Serve as day-to-day vendor liaison for benefits carriers, resolving routine enrollment and claims issues before they become employee frustrations. Administer leave-of-absence transactions, including FMLA and ADA accommodation paperwork intake and tracking, and leave-of absence processing from request through return-to-work. Track leave balances and compliance timelines with precision, routing interactive-process and eligibility determinations to the appropriate HRBP. Guide employees compassionately through enrollment and leave questions, recognizing the personal circumstances - illness, new family members, caregiving - behind them.
• Help Desk & Case Management: Support the HR case management system - intake, categorization, routing, and SLA tracking - whether as the standing queue owner or as a rotation participant. Serve as first point of contact for employee and manager HR inquiries submitted via the help desk, phone, walk-in window, or portal, resolving routine requests at first contact. Document Tier 1 employee relations intake - gathering initial information and records - and route matters requiring investigation, discipline, or policy judgment to the Service Center Director or HRBP. Track case volume and trend data, using it to identify recurring issues worth solving upstream through self-service content or process changes. Build and maintain the HR knowledge base - FAQs, how-to guides, and process job aids - and identify opportunities to automate repetitive triage work.
• HR Data, Records & Compliance: Maintain accurate employee data in PeopleSoft (transitioning to Workday HCM), performing regular data audits to catch and correct discrepancies before they compound. Process employment verifications and unemployment claims promptly and accurately, recognizing the real-world stakes riding on a quick, correct turnaround. Run and distribute routine HR reports (headcount, status changes, compliance trackers) to support the COE and university reporting needs. Support compliance recordkeeping tied to EEOC, FLSA, ADA, FMLA, and COBRA, ensuring required notices, forms, and timelines are met, and support internal and external audits with well-organized records. Flag data quality or system issues to the Service Center Director and support testing/UAT activities during the Workday HCM implementation.
• Service Center-Wide Responsibilities: Participate in the weekly live-coverage rotation for the walk-in window, phones, and shared HR inbox, serving as the unified point of contact during assigned coverage weeks. Log every interaction - in person, phone, or email - into the HR case management system to preserve the audit trail and support SLA tracking. Route matters requiring investigation, policy judgment, or strategic guidance to the HRBP or Service Center Director rather than resolving them directly. Cross-train across all Service Center functional lanes to provide secondary coverage and support flex capacity during peak periods (open enrollment, fall onboarding surge). Contribute to the Service Center's shared knowledge base and self-service resources so common questions are answerable without a ticket. Perform other duties as assigned.

Required Qualifications include:

• Education: Bachelor's degree in Human Resources, Business Administration, or related field.
• Experience: 2-4 years of HR experience spanning transactional or shared-services work such as onboarding, benefits/leave administration, case management, or HRIS data and compliance. An equivalent combination of education and experience may be considered.

Preferred Qualifications include:

• Experience working in a University or College HR shared-services or service-center environment.
• Experience across multiple HR functional areas (e.g., onboarding, benefits, leave administration, case management, or HRIS data audits); experience with case management/ticketing platforms.

Proposed Salary is commensurate with education and experience.

Required Documents to Attach include:

• Cover letter.
• Resume.
• Transcripts.
• A list of at least 3 professional references with their contact information.

Knowledge, Skills, & Abilities include:

• Working knowledge of HR policies and employment law fundamentals (FMLA, ADA, EEOC, FLSA, COBRA, ACA) and university onboarding/offboarding procedures.
• Proficiency with HRIS/HCM platforms (PeopleSoft, Workday preferred) and case management/ticketing tools; comfort learning new digital tools quickly.
• Case management mindset - able to triage, prioritize, document, and track work to resolution within service-level expectations.
• Exceptional customer service instincts - calm, clear, and solution-oriented across a varied caseload and multiple functional areas.
• High attention to detail and data accuracy; comfort auditing and correcting records across onboarding, benefits, leave, and compliance data.
• High empathy and discretion when handling sensitive personal, medical, and employment information.
• Strong judgment on what to resolve directly versus escalate, and comfort documenting that judgment clearly.
• Ability to manage a varied caseload and shift fluidly across functional areas in a fast-paced environment.

For more information or questions about a job posting, please contact the Office of Human Resources at View phone number on click.appcast.io, or by email at View email address on click.appcast.io.

The University System of Georgia is comprised of our 25 institutions of higher education and learning as well as the System Office. Our USG Statement of Core Values are Integrity, Excellence, Accountability, and Respect. These values serve as the foundation for all that we do as an organization, and each USG community member is responsible for demonstrating and upholding these standards.

Excellence We achieve outcomes of the highest quality, hold ourselves accountable to the highest standard and are committed to continuous improvement in University programs and services. Respect We are directed by tenets of ethics, treating other with courteous regard, and being civil in our interactions. Community We strive to build community and value a good mindset. Teamwork We seek partnerships within the University and community. We practice a supportive spirit that results in the implementation of plans, actions and shared results. Learning We cultivate a practice of global pedagogies in a learning environment.

All selected candidates are required to successfully pass a Background Check review prior to starting with Albany State University. Certain positions may also require the selected candidate to submit to or have: a credit check completed for "Positions of Trust" and/or approved departmental purchase card usage; a motor vehicle report for positions that require driving an Albany State University vehicle; a successful pre-employment drug test.

Albany State University is an Equal Employment Opportunity Employer. The University is committed to maintaining a fair and respectful environment for living, working, and studying. To that end, and in accordance with federal and state law, Board of Regents policy, and University policy, the University prohibits harassment of or discrimination against any person because of race, color, sex (including sexual harassment, pregnancy, and medical conditions related to pregnancy), sexual orientation, gender identity, gender expression, ethnicity or national origin, religion, age, genetic information, disability, or veteran or military status by any member of the ASU Community on campus, in connection with a University program or activity, or in a manner that creates a hostile environment for members of the ASU community. For questions or more detailed information regarding this policy please contact the Albany State University Office of Human Resources at View phone number on click.appcast.io. For individuals requiring disability-related accommodations for participation in any event or to obtain print materials in an alternative format, please contact the Disability Resource Center at 229-500