POSITION SUMMARY

The Human Resources Generalist administers payroll, employee benefits, and the organization's retirement plan while providing operational and administrative support across Human Resources functions. Reporting to the Chief Executive Officer, this position supports day-to-day HR operations, including HRIS and personnel records, recruitment and onboarding, leave administration, employee relations, performance management, and regulatory compliance.

The Human Resources Generalist works collaboratively with employees, managers, leadership, and external vendors to maintain accurate and timely HR processes, respond to employee and organizational needs, and support consistent Human Resources practices across the organization.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Assist with the administration, completion, auditing, and continuous improvement of Human Resources processes and responsibilities, as assigned, including:

• Administering payroll, employee benefits, and the organization's retirement plan, including processing and reviewing payroll; maintaining employee deductions, elections, and changes; coordinating enrollments and terminations; reconciling payroll and benefit information; working with plan administrators, carriers, brokers, and other vendors; responding to employee questions; and ensuring required documentation and processes are completed accurately and timely.
• Maintaining accurate employee information within HRIS, payroll, benefits, retirement, and related systems and ensuring appropriate documentation and confidentiality of employee records.
• Supporting benefits enrollment and administration, including new-hire enrollment, qualifying life events, annual open enrollment, employee communications, eligibility changes, and coordination with benefit carriers and vendors.
• Supporting retirement plan administration, including employee enrollment and changes, contribution processing and reconciliation, coordination with the plan administrator and recordkeeper, required notices and documentation, and assistance with plan audits and compliance activities.
• Supporting recruitment, interviewing, hiring, onboarding, transfers, promotions, and employee separation processes.
• Assisting managers with staffing needs, employee relations matters, performance management, coaching, and disciplinary processes.
• Supporting employee leave administration, including FMLA and other applicable leaves of absence.
• Responding to employee questions and providing guidance regarding HR policies, procedures, payroll, benefits, retirement plans, and other employment-related matters.
• Administering and supporting HR policies, procedures, and programs in accordance with organizational practices and applicable legal requirements.
• Assisting with workplace investigations, employee complaints, and other employee relations matters, escalating significant concerns as appropriate.
• Supporting compliance with federal, state, and local employment laws and organizational policies, including equal employment opportunity requirements.
• Supporting compensation and classification processes, including job descriptions, personnel changes, and compensation documentation.
• Tracking and reporting Human Resources metrics, including turnover, vacancies, hiring activity, employee relations matters, and other workforce information as requested.
• Assisting with audits, unemployment claims, government reporting, workers' compensation or employment-related documentation, and other compliance activities.
• Supporting employee engagement, recognition, training, safety, and organizational initiatives as needed.
• Identifying opportunities to improve the efficiency, consistency, and effectiveness of Human Resources processes.
• Collaborating with leadership, managers, employees, and external partners to address operational HR needs.
• Performing other Human Resources duties and special projects as assigned.

SCOPE OF ROLE

• Serves as an operational Human Resources resource with particular emphasis on payroll, employee benefits, retirement plan administration, HRIS, and employee records.
• Independently manages assigned routine Human Resources functions and escalates complex, sensitive, or higher-risk matters to the Chief Executive Officer or other appropriate leadership.
• Works across organizational programs and locations to promote consistent Human Resources practices and timely resolution of employee and operational needs.
• Coordinates with external payroll providers, benefit carriers, brokers, retirement plan administrators, recordkeepers, and other Human Resources vendors as appropriate.
• Supports continuous improvement of Human Resources processes, systems, documentation, and internal controls.
• Provides additional Human Resources support based on organizational priorities and needs.

QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred; equivalent relevant education and experience may be considered.
• Human Resources certification, such as PHR, SHRM-CP, SPHR, or SHRM-SCP, preferred.
• Minimum of four years of progressive Human Resources experience preferred.
• Experience with payroll administration, employee benefits, and retirement plan administration strongly preferred.
• Working knowledge of employment laws, Human Resources operations, employee relations, payroll, benefits, and HR best practices.
• Experience with HRIS, payroll, benefits, and related Human Resources systems.
• Ability to maintain a high degree of accuracy when handling payroll, benefits, employee records, and other time-sensitive or confidential information.
• Ability to exercise sound judgment, maintain confidentiality, and appropriately escalate complex or high-risk Human Resources matters.
• Ability to prioritize competing responsibilities and work independently in a fast-paced, multi-site environment.
• Strong interpersonal, communication, problem-solving, organizational, analytical, and documentation skills.

WORK ENVIRONMENT

• Fast-paced, multi-site nonprofit environment.
• Regular interaction with employees, managers, organizational leadership, and external Human Resources vendors and partners.
• Work involves confidential employee, payroll, benefits, compensation, and organizational information and requires a high degree of discretion and professionalism.
• Requires accuracy and attention to deadlines, particularly related to payroll, benefits, retirement plan administration, and regulatory requirements.
• May require travel between organizational locations and occasional schedule flexibility based on operational needs.
• Requires adaptability and the ability to manage multiple priorities in response to changing organizational needs.