Human Resources Generalist

Position Summary

The Human Resources Generalist supports day-to-day HR operations across the employee lifecycle, with primary responsibility for compliant onboarding, employment records, pre-employment requirements, HR systems, recruitment support, and the first 90 days of employment. The role delivers responsive service to applicants, employees, and leaders; maintains accurate and confidential records; analyzes workforce data; and escalates complex employee relations, legal, or policy matters to the appropriate HR leader.

Essential Functions HR Operations and Compliance

• Maintain accurate, complete, and confidential employee records in UKG Ready, including personnel, training, benefits, and onboarding documentation.

• Coordinate completion and tracking of Form I-9, required background checks, FBI and BCI fingerprinting, education verification, transcripts, and other pre-employment requirements before established deadlines.

• Conduct routine file and data audits, identify missing or inconsistent information, document corrective action, and support audit readiness.

• Prepare standard HR correspondence, reports, templates, and records in accordance with approved policies, retention requirements, and confidentiality standards.

• Monitor assigned compliance activities and promptly escalate potential policy, documentation, or regulatory concerns.

Talent Acquisition and Onboarding

• Partner with hiring managers to clarify position requirements, recruitment timelines, selection steps, and onboarding responsibilities.

• Post approved openings, coordinate interviews and recruitment events, communicate with candidates, and maintain timely and accurate applicant records in the applicant tracking system.

• Serve as the candidate’s primary contact from pre-employment through onboarding, providing clear instructions, status updates, and a professional experience.

• Schedule and conduct onboarding appointments, including required paperwork, fingerprinting, education verification, orientation logistics, and HRIS entry.

• Support hiring managers with recruitment process training, tools, and consistent practices; escalate exceptions or selection concerns to HR leadership.

Employee Lifecycle

• Respond to routine employee and supervisor questions regarding policies, processes, benefits, and HR services; research issues and escalate matters outside assigned authority.

• Support employees and leaders during the first 90 days of employment by monitoring onboarding completion, responding to concerns, and helping resolve routine issues.

• Occasionally assist with fact-finding, documentation, and scheduling related to employee relations matters under the direction of HR leadership.