HR Generalist

Homewise is looking for a Human Resources Generalist to keep our People function running smoothly. This role focuses on compensation benchmarking, HR data ownership and dashboards, maintaining employee handbook compliance, and ensuring HR systems are audit‑ready. Reporting to the Director of Human Resources, the Generalist will recommend salary bands, lead benefits strategy, build workforce trend reports, and design policies and onboarding programs that shape the employee experience. It is ideal for someone who finds satisfaction in the behind‑the‑scenes side of HR—supporting employees with fair, up‑to‑date systems, policies, and pay practices. You’ll Be a Great Fit If: You're genuinely interested in HR data. You're a systems and process person. You can write policy, engagement emails, or staff surveys with the organization’s voice while maintaining your own voice. You take compliance seriously without becoming bureaucratic. You can operate with real autonomy in your ownership areas while supporting the Director on broader strategy. You have three or more years of HR generalist experience—ideally with hands‑on responsibility for compensation, benefits, compliance, or HR data. Non‑profit or mission‑driven experience is a plus but not required. You're comfortable in employee relations. You want to be part of building an organization where employees thrive because the policies, systems, and total rewards behind them are thought through and fair. You are tech savvy and bring order to systems without being asked. What You’ll Be Doing: Ensuring HR files, records, and systems are accurate and audit‑ready, and partnering with leadership to identify and mitigate HR‑related risk. Coordinating benefits administration and enrollment—including analysis, process improvement, and ensuring a competitive and compliant employee experience. Building and maintaining HR dashboards and reporting on workforce metrics (turnover, time‑to‑hire, engagement, compensation equity) and serving as the system owner for HR platforms. Developing, maintaining, and communicating HR policies—including the employee guidebook—and monitoring federal, state, and local employment law changes for needed updates. Managing the administrative side of the performance review process. Coordinating pre‑employment tasks (paperwork, background checks), supporting recruitment for senior and specialized roles, and continuously improving onboarding programs. Supporting employee relations matters alongside the Director—investigations, documentation, and case files—and partnering on engagement initiatives, recognition, and staff meetings. Conducting compensation benchmarking and market analysis, developing salary band recommendations, and advising leadership on pay equity and market positioning. Competencies: Analytical Thinking: Translate workforce data into actionable recommendations for leadership. Compensation & Total Rewards Expertise: Deep knowledge of compensation benchmarking, benefits strategy, and market analysis. Compliance Expertise: Strong command of employment law and HR regulatory requirements. Policy Leadership: Skilled at developing and communicating policies that balance compliance and culture. Initiative & Strategic Contribution: Proactively identify opportunities and bring well‑developed recommendations to leadership. Confidentiality & Integrity: Maintain discretion and build organizational trust. Communication: Clearly convey complex HR topics to diverse audiences, written and verbal. Organizational Skills: Strong planning, prioritization, and attention to detail. Education and Experience: Bachelor’s degree or equivalent preferred. Minimum 7 years of Human Resources experience, with demonstrated expertise in compensation analysis, benefits strategy, and HR compliance. Minimum 5 years in a leadership position. Experience with HR analytics tools and HRIS systems preferred. PHR or SHRM‑CP desired. #J-18808-Ljbffr