Human Resource Generalist - $49920 - $53000 Yearly Salary

Job Summary: The HR Generalist serves as both the strategic leader and operational manager of the Human Resources department. This position balances high-level program development and policy management with direct, hands-on execution and supervision of core administrative HR functions. The HR Generalist directly oversees talent acquisition (from job postings and phone screenings through onboarding), compensation and benefits administration, payroll preparation, labor compliance, training and development, and executive reporting. Operating with a high degree of autonomy while also maintaining strict organizational and regulatory standards, this role ensures smooth daily HR operations while steering workforce strategy to support organizational goals. Key Duties & Responsibilities Policy & Program Development: Establishes organizational HR procedures, updates employee handbooks, recommends policy changes, and continuously analyzes personnel programs to support executive decision-making. Executive Metrics & Analytics: Develops, maintains, and presents monthly comprehensive HR reports directly to the DOO.Compensation & Position Studies: Conducts bi-annual compensation strategy analyses, job evaluations, market pricing, and position classifications. Compliance & Legal Monitoring: Monitors and enforces compliance with federal, state, and local labor laws, wage & hour laws, and Equal Employment Opportunity (EEO) principles. Full-Cycle Recruitment: Manages and participates in manpower forecasting, posting job requisitions, conducting preliminary phone interviews, administering candidate assessments, and coordinating selection processes. Orientation & Onboarding: Directs and facilitates seamless orientation programs, ensuring all new hires are properly onboarded and integrated into company culture. Personnel Movements: Supports and guides leadership through all personnel status changes, including appointments, transfers, promotions, demotions, suspensions, layoffs, and separations. Performance Assessment Support: Oversees performance evaluation cycles and assists department managers in drafting fair, accurate performance assessments for subordinate staff. Grievance Resolution & Conflict Management: Counsels management and employees on grievances, workplace complaints, and interpersonal conflicts to foster a positive, productive work culture. Training Program Management: Identifies organizational training needs, selects or designs instructional materials (handbooks, visual aids, reference tools), and evaluates program effectiveness. Supervisory Coaching: Instructs department managers and supervisors on effective employee training, coaching, and evaluation techniques. Payroll: Run payroll and actively monitors timekeeping reports, verifying employee hours and addressing discrepancies for accurate payroll processing. Benefits Administration: Participates in the development, enrollment, and ongoing management of employee benefit programs, health insurance, longevity perks, and retirement plans. HR Documentation & Records: Directs staff in maintaining up-to-date employee files, necessary HR forms (for recruitment, onboarding, and compliance), personnel transactions, and required physical/electronic filing. Official Correspondence: Drafts, reviews, and manages official HR communications, reports, and administrative documentation.