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Key Responsibilities and Required Skills for an HR Generalist

💰 $55,000 - $85,000

Human ResourcesPeople OperationsCorporate Services

🎯 Role Definition

The HR Generalist is the versatile and foundational backbone of a high-performing People Operations or Human Resources department. This individual acts as a key partner to both employees and management, touching nearly every stage of the employee lifecycle. From fostering a positive workplace culture to ensuring legal compliance, the HR Generalist juggles a wide array of critical responsibilities. They are the go-to resource for day-to-day HR inquiries, providing guidance, support, and solutions that align with the company's strategic goals. This role requires a unique blend of empathy, business acumen, and administrative excellence to effectively champion employee needs while advancing organizational objectives.

📈 Career Progression

Typical Career Path

Entry Point From:

  • HR Coordinator
  • HR Administrator
  • Recruiting Assistant

Advancement To:

  • Senior HR Generalist
  • HR Business Partner (HRBP)
  • HR Manager

Lateral Moves:

  • Talent Acquisition Specialist
  • Compensation & Benefits Analyst
  • Employee Relations Specialist

Core Responsibilities

Primary Functions

  • Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations into employee complaints, grievances, and allegations of misconduct.
  • Serve as the first point of contact for employees regarding HR-related inquiries, providing accurate and timely information on company policies, procedures, benefits, and payroll.
  • Administer various human resource plans and procedures for all company personnel; assist in the development and implementation of personnel policies and procedures.
  • Oversee the full-cycle recruitment process for assigned positions, including job posting, sourcing, screening, interviewing, and collaborating with hiring managers to extend offers.
  • Facilitate a seamless and engaging onboarding experience for new hires, ensuring all necessary paperwork is completed and they are well-integrated into the company culture.
  • Manage the administration of employee benefits programs, including enrollments, changes, and terminations, and serve as a liaison between employees and insurance carriers during open enrollment and throughout the year.
  • Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
  • Handle all administrative tasks for off-boarding, including exit interviews, and analyze data to identify trends and recommend improvements to the employee experience.
  • Support the performance management cycle, guiding managers and employees through goal setting, mid-year check-ins, and annual performance reviews.
  • Maintain accurate and up-to-date employee data in the Human Resource Information System (HRIS), processing new hires, terminations, status changes, and other personnel actions.
  • Generate and analyze HR metrics and reports from the HRIS to support data-driven decision-making on topics such as headcount, turnover, and diversity.
  • Assist in the development and delivery of employee training programs on topics such as compliance, leadership, and professional development.
  • Respond to unemployment claims and verification of employment requests in a timely and accurate manner.
  • Participate in the evaluation and monitoring of training programs to ensure success, following up to ensure training objectives are met.
  • Administer and provide guidance on leave of absence policies, including FMLA, ADA, and other state-specific leave requirements, ensuring proper documentation and communication.
  • Partner with leadership on compensation-related activities, including participating in salary surveys and assisting with the annual merit and bonus process.
  • Actively champion diversity, equity, and inclusion (DEI) initiatives, contributing to programs and policies that foster a welcoming and inclusive workplace for all.
  • Coordinate and promote employee engagement activities, wellness programs, and company-wide events to enhance morale and build a strong organizational culture.
  • Keep a pulse on employee morale and team dynamics, proactively identifying potential issues and partnering with management to develop effective interventions.
  • Assist with immigration and visa processing for employees, liaising with legal counsel to ensure all documentation and deadlines are properly managed.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to provide insights on workforce trends.
  • Contribute to the organization's HR technology strategy by evaluating new software and tools.
  • Collaborate with the finance and payroll departments to ensure seamless data flow and resolve any discrepancies.
  • Participate in cross-functional projects and committees that require an HR perspective to ensure people-centric outcomes.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS Proficiency: Deep experience with one or more major HRIS platforms (e.g., Workday, ADP Workforce Now, SAP SuccessFactors, BambooHR) for data management and reporting.
  • Knowledge of Employment Law: Strong working knowledge of federal, state, and local employment laws and regulations (e.g., EEO, FMLA, ADA, FLSA).
  • Benefits Administration: Comprehensive understanding of employee benefits plans, including health, dental, vision, 401(k), and leave policies.
  • Full-Cycle Recruiting: Demonstrable experience managing the entire recruitment process, utilizing Applicant Tracking Systems (ATS) like Greenhouse, Lever, or iCIMS.
    -Microsoft Office Suite: Advanced proficiency, particularly in Excel, for data analysis, reporting, and creating professional presentations in PowerPoint.

Soft Skills

  • Discretion and Confidentiality: Unwavering ability to handle sensitive and confidential information with the utmost integrity and professionalism.
  • Exceptional Communication: Superior verbal and written communication skills, with the ability to articulate complex HR concepts clearly and compassionately to a diverse audience.
  • High Emotional Intelligence: The capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically.
  • Problem-Solving & Critical Thinking: A proactive and analytical approach to identifying issues, evaluating options, and implementing effective, fair solutions.
  • Interpersonal Skills & Empathy: A natural ability to build rapport and establish trust with employees at all levels of the organization.
  • Adaptability and Resilience: Thrives in a fast-paced, dynamic environment, capable of managing competing priorities and shifting focus without sacrificing quality.
  • Organizational & Time Management: Meticulous attention to detail and a proven ability to manage multiple projects and deadlines simultaneously.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor’s Degree in a relevant field.

Preferred Education:

  • Master’s Degree in Human Resources Management or Business Administration (MBA).

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Industrial-Organizational Psychology

Experience Requirements

Typical Experience Range: 3-5 years of progressive experience in a human resources role, with exposure to multiple HR disciplines.

Preferred: Experience in a fast-paced, growing organization. Professional HR certification (e.g., SHRM-CP, PHR) is highly desirable and often seen as a significant asset.

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