HR Recruiting Generalist - REMOTE

Human Resources Generalist

Founded in 2014, Zywie is a full-suite, remote cardiac monitoring company specializing in wearable biosensor devices and cloud-based data analytic solutions. Zywie's flagship product is the ZywieNano™ patch, a small band-aid-like patch that patients wear on their chest to continuously monitor their heart's electrical activity for up to 30 days. The data collected by the ZywieNano™ patch is sent to Zywie's cloud-based platform, where it is analyzed by algorithms to provide insights into a patient's heart rhythm and potential cardiac conditions.

The Human Resources Generalist is a hands-on, broad-scope role supporting the full employee lifecycle across Zywie's multi-state, remote workforce. Partnering closely with the Manager of Human Resources, this individual will deliver day-to-day HR operations while helping mature the systems, processes, and documentation that scale with the business.

Zywie's HR function is small by design and high-leverage by necessity: the Generalist will own real work end to end, exercise independent decision-making within established policy, and have direct visibility to leaders. This is an ideal opportunity for an HR professional who wants breadth, autonomy, and the chance to help build a function rather than maintain one.

Support the development, implementation, and maintenance of HR policies and procedures; provide guidance to employees and managers on interpretation and application

Monitor federal, state, and local employment law developments across Zywie's 20+ state footprint and flag required policy, notice, or practice changes

Support compliance reporting including EEO-1, ACA, workers' compensation, and unemployment claims administration

Maintain accurate, confidential employee records and documentation in accordance with retention requirements and Zywie's quality and regulatory environment

Manage full-cycle recruitment for assigned requisitions: intake meetings, job postings, sourcing, resume screening, interview scheduling, and candidate communication

Conduct phone screens and participate in interview panels; coach hiring managers on structured, legally defensible interviewing practices

Own the remote onboarding experience end to end — systems provisioning coordination, new hire paperwork, orientation delivery, and 30/60/90-day check-ins

Support Zywie's promote-from-within philosophy and employee referral efforts through internal postings and candidate pipeline development

Serve as a first point of contact for employee questions, concerns, and complaints; Conduct and document workplace investigations under the direction of the Manager of Human Resources; Coach managers through performance concerns, corrective action, and difficult conversations, balancing employee advocacy with organizational risk

Draft corrective action documentation, performance improvement plans, and separation paperwork; Identify themes across employee relations activity and recommend proactive interventions

Partner with Finance/Payroll on data accuracy, status changes, and pay-impacting transactions; Administer performance management cycles including goal setting, mid-year check-ins, annual reviews, and calibration support

Work with managers and employees to address performance issues early, constructively, and consistently

Identify training needs across the organization and support delivery of learning content, manager enablement, and leadership development programming

Support engagement survey administration, action planning, and follow-through on culture initiatives

Maintain data integrity in ADP Workforce Now, including employee records, job data, org structure, and workflow configuration

Build and distribute recurring HR reports and dashboards (headcount, turnover, time-to-fill, leave, compliance) and provide analysis on trends

Identify opportunities to automate, standardize, and document HR processes; maintain SOPs and the HR knowledge base

Support responsible adoption of approved AI tools within HR workflows in line with Zywie's usage guidelines

Bachelor's degree in Human Resources, Business, or a related field — or equivalent combination of education and progressive HR experience

• 3+ years of generalist HR experience spanning at least three of: recruitment, employee relations, benefits, compensation, compliance, or performance management
• Experience with an HRIS platform; ability to manage data accurately and produce clean reporting
• Proven ability to handle confidential information with absolute discretion
• able to explain policy clearly to employees at every level
• Proficiency with Microsoft Office (Word, Excel, PowerPoint, Outlook, Teams)
• Ability to work independently and stay organized in a fully remote, distributed environment

HR certification — PHR, SPHR, SHRM-CP, or SHRM-SCP

Experience supporting a remote or multi-state workforce, including California employment law exposure

Experience in medical device, healthcare, or another regulated industry (ISO 13485, FDA, HIPAA awareness)

Experience supporting an HR function in a growth-stage company where processes are still being built

Familiarity with salary benchmarking tools and compensation structure administration

Judgment & Critical Thinking — applies information and analysis to solve problems and reach defensible conclusions

Business Partnership — connects HR practice to operational and business results

Adaptability — comfortable with shifting priorities and evolving processes

Primarily sedentary office work with extended computer use

Regular standing and walking for team meetings and floor supervision

Occasional lifting of office materials (up to 25 lbs)

Visual acuity required for data analysis and report review

Manual dexterity needed for computer operation and documentation

Health Insurance

• PTO and Holidays
• Life Insurance
• The above is intended to describe the general content of and requirements for the performance of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Zywie does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law.