Human Resources Generalist

The Human Resources Generalist partners with leaders and employees across the organization to deliver comprehensive Human Resources programs and services that support business objectives, employee experience and organizational culture. The Human Resources Generalist serves as a trusted advisor to managers and employees, helping implement HR strategies that enhance enterprise performance.

This role blends operations HR execution with business partnership responsibilities, supporting leaders in areas including employee relations, performance management, payroll and benefits administration, compliance and workforce development.

Training & Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field preferred
• Knowledge of HR principles, employment law, and human capital management practices
• Strong proficiency in HRIS systems, payroll systems, and data reporting tools

Experience & Skills 

• 5+ years of progressive Human Resources experience, preferably supporting multi-site or multi-state organizations.
• Experience supporting organizations in property management, real estate, hospitality or other service-based industries preferred.
• Demonstrated experience supporting HR functions including employee relations, performance management, payroll and benefits administration, and compliance.
• Experience working with Human Resources Information Systems (HRIS), including Ultimate Kronos Group (UKG), preferred or other relatable platforms with concentrations of reporting, payroll, timekeeping, onboarding and offboarding.
• Experience facilitating and supporting payroll management.
• Strong understanding of employment laws and HR best practices.
• Strong analytical skills with the ability to interpret HR metrics, generate reports, and provide insights that support business decisions.
• Excellent verbal and written communication skills with the ability to communicate effectively across all levels of the organization.
• Demonstrated ability to maintain strict confidentiality while exercising sound, independent judgment and professionalism.
• Proficiency in Microsoft Office Suite and HR/AI tools.

HR Business Partnership

• Serves as a primary HR contact for assigned departments, properties, and leadership teams.
• Provides guidance and coaching to managers regarding employee relations, performance management, and organizational effectiveness.
• Partners with leadership to support workforce planning, organizational changes, and employee engagement initiatives.
• Advises managers on compensation, benefits, and HR policy interpretation.
• Supports leadership development and management capability building.

Talent Acquisition

• Supports full-cycle recruiting including workforce planning, job postings, candidate sourcing, interviewing and offer management.
• Partners with Talent Acquisition Manager and Hiring Manager to identify talent needs and ensure effective hiring processes.
• Ensures consistent and compliant hiring practices across the organization.

Employee Maintenance & Workforce Administration

• Administers employee lifecycle changes including promotions, transfers, status changes, compensation adjustments, and organizational updates, ensuring accurate documentation and timely processing.
• Ensures all required personnel documentation, approvals, and system updates are completed in accordance with company policy and compliance requirements.
• Maintains and updates employee records within the Human Resources Information System (HRIS) to ensure accuracy of employee profiles, job data, compensation information, and organizational reporting structures.
• Serves as a resource to managers regarding employee status changes, job changes, and internal movement processes, ensuring consistency and policy compliance.
• Ensures proper documentation, recordkeeping, and audit readiness for employee personnel files and electronic HR records.

Onboarding & Offboarding

• Oversees onboarding processes to ensure system setup exceeds positive and engaging new hire experience.
• Administers employee offboarding processes including exit interviews, separation documentation, and knowledge transfer.
• Analyzes exit interview trends to provide organizational insights.

Performance Management & Career Development

• Supports company performance management programs including goal setting, performance reviews, and development planning.
• Coaches managers on effective performance feedback and improvement plans.
• Supports employee career planning and internal mobility initiatives.
• Identifies learning and development opportunities aligned with business goals.

Compensation, Benefits & Rewards

• Assists in administration of compensation programs including salary benchmarking, merit increases, and incentive plans.
• Supports benefits administration including medical, dental, vision, disability, life insurance, and wellness programs.
• Administers employee 401(k) program support and vendor coordination.
• Supports rewards and recognition programs to reinforce company culture and performance.

Employee Relations

• Serves as a resource for employee questions and concerns regarding workplace policies, benefits, and employment matters.
• Investigates employee relations issues and assists in resolving workplace concerns in partnership with leadership.
• Supports documentation and management of employee disciplinary actions and performance improvement plans.
• Promotes a positive and inclusive workplace culture.

Compliance & Risk Management

• Ensures compliance with federal, state and local employment laws and regulation.
• Supports policy administration and updates to ensure regulatory compliance.
• Maintains compliance reporting including EEO-1 and other required filings.
• Administers Worker’s Compensation program including claims coordination and safety compliance.

Payroll & HR Administration

• Serves as the primary internal liaison between the organization and the outsources payroll provider, ensuring accurate and timely payroll processing.
• Coordinates payroll cycles by submitting approved employee data changes.
• Supports periodic payroll audits and internal reviews to ensure compliance with company policies and regulatory requirements around areas such as accuracy of wages, deductions, benefit contributions and tax withholdings.
• Ensures accurate integration of employee data between HRIS and the anticipated payroll provider, maintaining data integrity across systems.
• Coordinates with payroll provider to resolve payroll discrepancies, corrections and employee inquiries in a timely manner.
• Supports the payroll provider in preparation of year-end payroll activities, including tax documentation and reconciliation processes.

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