HR Generalist

Criteria for Clickstop's internal hiring process: Employee has been employed with Clickstop for at least 6 months. Employee is Engaged. Employee is meeting the expectations of their current role. Employee is in good standing as defined by not currently under formal discipline and has not received formal discipline in the prior 90 days. Employee and their current manager have discussed the opportunity prior to applying. What to expect during the internal hiring process: Within three business days of submitting your application, you can expect the following: Your current manager will receive a notification from Greenhouse prompting them to complete a scorecard evaluating your engagement and performance in your current role. Your current manager and the Talent Acquisition Specialist (TAS) will meet to discuss the details of the scorecard, and it will be determined if we will proceed with your application. If we choose to proceed, you will receive an email from the TAS notifying you that we will be proceeding with your application and it will include a scheduling link to set up time with the open role’s hiring manager If we choose not to proceed, you will meet with your manager to discuss why we will not be proceeding with your application at this time. Note: For remote work, internet speeds of 20 mbps are required. Permanent residence must be in one of the following states: Iowa, Alabama, North Carolina, South Carolina, or Pennsylvania. This role has onsite requirements in Urbana, Iowa. Active employees are encouraged to apply. Clickstop is looking for top talent to join our Engagement Team as a Human Resource Generalist! Are you someone who enjoys keeping important work moving, solving problems, supporting people, and makingsystemswork better? Join our award-winning company and culture as a Human Resource Generalist and playan important rolein delivering reliable HR support to employees and managers across Clickstop. The HR Generalist works across many parts of the employee experience—from hiring and onboarding to payroll, benefits, leave, employee relations, compliance, and performance processes. This isa great opportunityfor someone who enjoys variety, takes ownership of details, and wants tohelp managers and employees better understand and connect totheHRsystem. Whatyou’llbe doing: You’llexemplify, support, and reinforceGreat Workplace Culture through commitment and aligned action with our mission and values. We measure performance by looking at behaviors and results. As a member of our Engagement Team, you are expected to set and reinforce a high bar of excellence in performance. You’ll be an important part of the day-to-day HR support employees and managers depend on. You’ll answer questions, coordinate processes, maintain accurate information, and help ensure important HR work is completed consistently and on time. You’ll play an active role in supporting hiring across the business. You’ll coordinate and conduct interviews, support candidates and hiring managers throughout the process, prepare offers, complete pre-employment requirements, and help new employees successfully transition into Clickstop. You’ll work across multiple areas of HR rather than specializing in only one. Hiring, onboarding, payroll, benefits, leave, compliance, employee relations, training, performance management, and other employee programs will all be part of the work. You’ll be expected to use judgment—not simply follow a checklist. You’ll learn when you can resolve something independently, when additional context is needed, and when an issue should be escalated to an HR Business Partner or other leader. You’ll help us continuously improve how HR operates as a system. We want someone who notices friction, recurring errors, unnecessary complexity, or weak handoffs and takes ownership of making the system better. Whatdoes it take tosucceed in this role? 1. Systems Thinking – HR Process Flow Awareness Understand how hiring, onboarding, payroll, benefits, performance, and other HR processes connect. Recognize how errors or missed steps can affect employees, managers, systems, and downstream processes. Identify gaps in workflows and handoffs between HR, managers, and systems. Look for opportunities to improve consistency across HR processes. 2. Judgment & Decision-Making – Process + Policy Application Apply HR policies and procedures accurately in day-to-day situations. Determine when an issue can be handled independently and when it should be escalated. Interpret guidelines within the context of the situation rather than relying only on rigid execution. Balance responsiveness with accuracy, consistency, and compliance. Execute HR processes accurately and consistently. Follow tasks and employee matters through from beginning to completion. Maintain strong attention to detail while managing a variety of responsibilities. Keep documentation, records, systems, and required information current. Take responsibility for the quality and reliability of HR outputs. 4. Problem Solving & Process Improvement Identifyrecurring problems, inefficiencies, and friction within HR processes. Investigate root causes instead of repeatedly solving the same symptom. Recommend and implement practical process improvements. Learn from mistakes and adjust workflows accordingly. Contribute to the ongoing improvement of HR systems and processes. 5. Communication & Service Orientation Communicate clearly and professionally with employees, managers, candidates, and teammates. Respond promptly and thoughtfully to HR-related questions and requests. Explain policies, requirements, and HR processes in simple and understandable terms. Maintain confidentiality and professionalism when handling sensitive information. Collaborate effectively across teams and functions. Whatskills do we value in this role? Strong organization and follow-through with the ability to manage multiple responsibilities without losing accuracy. A service mindset and genuine interest in helping employees, candidates, and managers navigate HR processes successfully. Strong written and verbal communication skills. Comfort working with confidential and sensitive employee information. Curiosity and a continuous improvement mindset—you notice when something could work better and are willing to help fix it. Experience supporting hiring, onboarding, payroll, benefits, leave, employee relations, compliance, or other HR functions is strongly valued. Anonboarding and training experience designed to help yourapidly integrate into how we work and the work we do. A purpose-driven career experience; discovering the opportunity to pursue your best self as an employee, parent, partner, community member, and more. An entrepreneurial environment where opportunities are endless for those who seek them. Meaningful collaboration opportunities across highly dynamic Clickstop teams . Recognition for personal, team, and company accomplishments. Health Insurance ($0 Premium option), Dental & Vision Insurance Paid Holidays, Wellness, Volunteer, and Birthday PTO Life and Disability Insurance 401K Match ESOP – After one full year of service and minimum hour requirement is met This role is Hybrid with weekly onsite requirementsof 4 days per weekin Urbana, IA. For remote work, internet speeds of 20 mbps are required.To be considered for a remote role at Clickstop, residence must be located within 60 miles of our Urbana Headquarters. Mustbe authorized towork in the United States. Employment is contingent upon the completion of a satisfactory background check. Clickstop is an Equal Opportunity Employer. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Clickstop Inc.’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at . 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