HR Generalist/Employee Relations/Payroll

PEPL has been engaged to place a HR Generalist for a growing company located in Atlanta, GA. This is an onsite, temp-to-perm role. The Human Resources Generalist serves as a strategic and operational partner to leaders and associates across the organization. This position is responsible for supporting the full spectrum of human resources functions, including employee relations, talent acquisition, performance management, payroll support, compliance, workforce analytics, training and development, and associate engagement.

The HR Generalist acts as a trusted advisor to managers, providing coaching and guidance on human resources best practices, employment law compliance, performance management, associate relations, and organizational effectiveness. The role balances strategic HR partnership with hands-on execution to support organizational goals and foster a positive workplace culture.

Essential Duties and Responsibilities Human Resources Business Partnership Partner with department leaders to provide guidance and support on employee relations, performance management, workforce planning, and organizational effectiveness.

Coach managers on HR best practices, leadership skills, documentation standards, progressive discipline, conflict resolution, and employment law compliance.

Assist leaders in addressing workplace concerns, performance issues, attendance concerns, and policy violations.

Support the implementation of HR initiatives that drive engagement, retention, productivity, and organizational culture.

Serve as a resource for associates regarding policies, procedures, benefits, and workplace concerns.

Promote a culture of accountability, respect, inclusion, and service excellence based on company values.

Talent Acquisition and Onboarding Support the full-cycle recruitment process, including sourcing, screening, interviewing, selection, and onboarding as needed.

Partner with Recruiter and hiring managers to identify staffing needs and help develop effective recruitment strategies.

Facilitate new hire orientation and onboarding programs to ensure a positive associate experience.

Monitor recruitment metrics and recommend process improvements to reduce vacancies and improve quality of hire.

Assist with employment branding and workforce planning initiatives.

Facilitate conflict resolution and assist in maintaining positive employee relations.

Provide guidance on company policies, procedures, and workplace expectations.

Support corrective action processes and ensure consistency in application across departments.

Performance Management and Leadership Support Support the administration of performance management programs and annual review processes.

Coach managers on goal setting, performance conversations, documentation, and performance management.

Monitor performance trends and identify opportunities for improvement.

Assist with succession planning and talent development initiatives.

Support leadership development programs and organizational training efforts.

Payroll Administration and HR Operations Provide payroll support as needed, ensuring accuracy, timeliness, and compliance with applicable regulations.

Coordinate payroll-related activities including status changes, wage adjustments, deductions, and timekeeping issues.

Maintain HRIS records and ensure data integrity across systems.

Workforce Analytics and Reporting Compile, analyze, and interpret workforce data to support informed decision-making.

Prepare regular and ad hoc reports related to turnover, vacancies, retention, recruiting effectiveness, labor costs, overtime, attendance, workers' compensation, and other key HR metrics.

Assist in developing HR dashboards and performance metrics for leadership review.

Compliance and Risk Management Ensure compliance with all federal, state, and local employment laws and regulations.

Conduct routine audits of personnel records, HR processes, and compliance programs.

Assist with policy development, updates, and communication.

Training and Organizational Development Identify training needs and coordinate learning opportunities for associates and leaders in conjunction with the Training and Development team.

Facilitate HR-related training programs including policy education, harassment prevention, leadership development, and compliance training.

Support career development and succession planning initiatives.

Evaluate training effectiveness and recommend improvements.

Coordinate with benefit vendors to resolve issues and ensure quality service.

Leadership and Team Support Supervise, coach, and support the HR Coordinator.

Assist with special projects, organizational initiatives, and process improvement efforts.

Contribute to continuous improvement of HR programs, systems, and service delivery.

Required Qualifications Five (5) or more years of progressive Human Resources experience in a Generalist, Human Resources Business Partner, Employee Relations, or related role.

Strong working knowledge of employment laws and HR best practices.

Experience advising and coaching managers on employee relations and performance management issues.

Experience handling sensitive and confidential information with discretion and professionalism.

Proficiency with HRIS systems, payroll systems, Microsoft Office Suite, and workforce reporting tools.

Preferred Qualifications Degree in Human Resources, Business Administration, Organizational Development, or a related field.

Experience with workforce analytics, dashboard development, and HR metrics reporting.

Physical Requirements and Working Conditions Primarily works in an office environment with frequent interaction throughout the community.