Human Resources Generalist

Position Summary

 

The HR Generalist supports a wide range of human resources functions to ensure compliance with employment regulations and non-profit audit requirements, while delivering consistent HR services across the organization. This role requires a detail-oriented professional with knowledge of HR practices and processes, advanced technology skills, and the ability to efficiently manage data and workflows using HRIS and other HR systems with minimal supervision. Key responsibilities include providing day-to-day HR support to employees and supervisors, supporting the HR service delivery, assisting with all stages of full-cycle recruitment for the agency, and supporting HR initiatives such as job description development, training program coordination, benefits administration, unemployment processing, and assisting with process improvement. Success in this role requires well-rounded experience as an HR Generalist with strong interpersonal skills, the ability to connect professionally with employees at all levels, build trust, and maintain confidentiality. This position reports to the Vice President of Human Resources.

 

Primary Duties and Responsibilities:

• Provides day-to-day HR support to employees and supervisors by responding to inquiries, providing HR guidance, and directing individuals to appropriate resources as needed.
• Maintains accurate and compliant employee records and HRIS data, including processing employee status changes such as hires, terminations, transfers, and promotions, and ensuring personnel files are complete, organized, and audit-ready.
• Monitors and tracks required employee training, certifications, and renewals, including annual DCF requirements, and proactively follows up to ensure timely compliance.
• Serves as the primary backup for benefits administration, including benefits enrollment, qualifying events, payroll deductions, carrier updates, billing reconciliation, employee inquiries, and annual enrollment support.
• Administers and tracks leave of absence programs, including FMLA, ADA, state and company-sponsored leaves, and coordinates the interactive process for ADA accommodations in collaboration with employees, managers, and healthcare providers.
• Processes Unemployment Compensation claims, ensuring accurate and timely responses and submissions.
• Supports the VP of Human Resources with HR policies and procedures, including reviewing and updating policies, supporting implementation, and communicating changes to employees.
• Coordinates the performance management process, including tracking evaluation timelines, gathering required documentation, and supporting managers and employees in completing timely and effective performance reviews.
• Assists with developing and maintaining job descriptions by gathering information from managers and preparing accurate, current drafts for review and approval by the VP of Human Resources.
• Conducts employment verifications for current and former employees, ensuring accuracy, confidentiality, and timely responses.
• Prepares and distributes HR reports, metrics, and documentation for the agency and supports the preparation of data for annual compliance reporting, including Affirmative Action Plans (AAP) and EEO-1 reporting, in partnership with third-party vendors.
• Works collaboratively with the HR team to ensure consistent HR service delivery and compliance with applicable federal, state, and local employment laws and organizational requirements.
• Performs additional duties as assigned.

Recruitment & New Hire Onboarding:

• Providing day-to-day support to supervisors, managing full-cycle recruitment for the agency, from requisition initiation through candidate selection, offer, and placement.
• Partners with hiring managers to understand staffing needs, position requirements, recruitment strategies, candidate qualifications, and selection decisions.
• Develops and implements effective candidate sourcing and recruitment strategies, including job postings, direct sourcing, community outreach, career fairs, and other talent acquisition activities.
• Screens and evaluates applicants, conducts pre-screen interviews, coordinates interviews, facilitates candidate communication, and manages the selection and offer process.
• Coordinates required pre-employment screening, background checks, clearances, and other hiring requirements to ensure candidates complete all required steps prior to employment.
• Manages the New Hire Onboarding Experience, from offer acceptance through completion of required onboarding activities, ensuring new employees receive the information, resources, systems access, equipment, and support needed to begin employment successfully.
• Coordinates and facilitates New Hire Orientations in partnership with the HR team, ensuring new employees receive a consistent introduction to the organization, HR policies and procedures, required documentation, organizational resources, and expectations.
• Coordinates onboarding activities with hiring managers and internal departments and ensures required onboarding tasks and documentation are completed accurately and timely.
• Manages temporary staffing agency relationships, including temporary placements, onboarding, assignment coordination, and conversion of temporary employees to regular positions, when applicable.
• Maintains accurate recruitment and onboarding records and monitors open positions, candidate status, onboarding progress, and other applicable talent acquisition metrics.
• Represents the agency at career fairs, hiring events, and community recruitment activities to promote the organizations and build candidate pipelines.
• Provides timely communication, weekly follow-up, and status updates to candidates, hiring managers, new hires, and HR leadership throughout the recruitment and onboarding processes.

Employee Relations Support:

· Supports the VP of HR with employee relations matters by providing administrative and coordination support.

· Coordinates and attends employee relations meetings, as requested, and accurately documents discussions, key facts, and follow-up items.

· Assists with employee relations investigations by scheduling interviews, gathering relevant information and documentation, and conducting fact-gathering interviews as directed by the VP of Human Resources.

· Organizes and maintains confidential documentation related to employee concerns, complaints, investigations, and other employee relations matters.

· Provides timely updates and supporting information to the VP of Human Resources to assist with the evaluation of employee relations matters and development of appropriate guidance or next steps.

· Escalates employee concerns and questions to the VP of Human Resources rather than independently providing guidance or recommendations on employee relations matters.

Knowledge, Skills, and Abilities (KSAs):

• Strong interpersonal and communication skills, with the ability to build trust and collaborate effectively across all levels of the organization.
• Strong organizational and time-management skills, with the ability to manage multiple priorities, work independently, and meet deadlines.
• Working knowledge of employment laws, regulations, and best practices applicable to HR, recruitment, onboarding, and employee relations.
• Proficient with HRIS systems, applicant-tracking software, and other HR technology tools.

Qualifications:

 

• Bachelor's degree (or equivalent) in Human Resources Management or a related field.
• 5+ years of HR experience in a generalist capacity, preferably in a non-profit environment.
• 3+ years of experience managing or supporting the full-cycle recruitment process, from requisition opening and candidate sourcing through selection, offer extension, and new hire onboarding.
• SHRM certification (SHRM-CP or SHRM-SCP) or PHR certification is required. Candidates who are not currently certified may be considered if they obtain the certification within one year of hire.
• Must be a commissioned Notary Public or able to obtain a commission within 60 days of hire.
• Excellent verbal and written communication skills.
• Advanced technology skills with the ability to efficiently use HR systems, applicant tracking systems, Microsoft Office Suite, and related software.
• Strong interpersonal skills, with the ability to build effective relationships and collaborate across all levels of the organization.
• Excellent organizational and time-management skills, with the ability to manage multiple priorities independently and meet established deadlines.
• Knowledge of applicant tracking systems (ATS) and HR analytics to support effective recruitment and data-driven HR initiatives.

Family Central is an Affirmative Action/Equal Opportunity Employer, a Drug Free Workplace and requires drug testing.