Human Resources Generalist

About this role

The Human Resources Generalist is responsible for managing the full employee lifecycle for all office staff from sourcing and recruitment through onboarding, credentialing, active employment administration, and offboarding. This role is the operational backbone of administrative HR ensuring that every office employee is hired compliantly, onboarded thoroughly, credentialed before Day 1, tracked through their probationary period, maintained accurately in the HRIS and timekeeping systems, and separated properly when employment ends. Office Staff Recruitment & Hiring • Source qualified candidates for all open office staff positions through job boards, professional networks, referrals, and targeted outreach • Post and manage job listings across active recruiting platforms and maintain accurate job descriptions for each office role • Conduct initial phone screens to evaluate candidate qualifications, cultural fit, and availability • Schedule and coordinate interviews between candidates and hiring managers or the HR Director • Manage offer communications, pre-employment documentation collection, and hiring decisions in alignment with HR policy • Maintain an active and organized candidate pipeline for all open office positions and provide weekly updates to the HR Director New Hire Onboarding • Execute the full onboarding process for all incoming office staff from offer acceptance through completion of the first week • Ensure all pre-employment requirements are completed and verified before the employee's first day, including credentials, I-9 documentation, E-Verify, and signed offer materials • Facilitate new hire orientation, ensuring employees understand policies, systems, expectations, and culture • Coordinate with IT, operations, and department managers to ensure workstation access, system logins, and equipment are ready on Day 1 • Track onboarding completion for each new hire and follow up on any outstanding items until fully resolved • Serve as the primary point of contact for new hire questions during the onboarding period Fingerprint Clock-In System Administration • Enroll all incoming office staff in the fingerprint clock-in system on or before their first day of employment • Verify that each employee's fingerprint profile is active, functional, and linked to their correct HRIS record before their first shift • Troubleshoot and resolve fingerprint enrollment issues promptly in coordination with IT or the system administrator • Process clock-in system deactivations for separated employees on the same day as their termination effective date • Maintain accurate records of all active fingerprint clock-in enrollments and flag any discrepancies to the HR Director Credentialing & Pre-Employment Compliance • Identify and collect all required credentials, certifications, and licenses for each office role before the employee's start date • Verify the authenticity and validity of all submitted credentials before the employee begins work • Maintain a credential tracking system for all office staff that includes issue dates, expiration dates, and renewal deadlines • Send proactive renewal reminders to office staff in advance of any credential expiration • Escalate any credential gaps, delays, or verification issues to the HR Director immediately • Ensure zero office staff members begin employment with incomplete or unverified credentials E-Verify Administration • Complete E-Verify submissions for all office staff new hires within 3 business days of the date of hire • Document all submission dates, case numbers, and final E-Verify statuses in the employee's personnel file • Manage Tentative Non-Confirmation (TNC) cases in accordance with federal guidelines and escalate to the HR Director immediately upon receipt • Maintain 100% E-Verify compliance across all office staff hires with no exceptions or missed submissions Probation Period Tracking • Maintain a current and accurate probation tracker for all office staff employees serving a probationary period • Log each employee's probation start date, scheduled end date, and applicable performance review milestone upon hire • Issue timely notifications to the HR Director and the employee's direct manager in advance of each probation period end date to ensure performance reviews are completed on time • Document probation outcomes, including successful completion, extension, or termination, in the employee's personnel file and HRIS record • Escalate any employee who reaches their probation end date without a completed review to the HR Director immediately • Ensure no employee transitions out of probationary status without a documented and approved performance determination Terminations & Offboarding • Initiate the full offboarding process on the same day a separation is confirmed, whether voluntary or involuntary • Collect all company property, including access badges, equipment, and keys, on or before the employee's last day • Deactivate system access, HRIS records, and fingerprint clock-in enrollment on the effective date of termination • Process and file all required separation documentation, including resignation letters, termination notices, and final pay notifications, in coordination with payroll • Conduct or coordinate exit interviews as directed by the HR Director and document findings for HR records • Ensure COBRA or benefits continuation notices are issued within legally required timeframes in coordination with the benefits administrator • Update the employee's HRIS status and personnel file to reflect separation accurately and on time • Maintain a termination log that tracks all separations by date, type, and department for reporting purposes HRIS Administration • Enter all office staff new hire information into the HRIS on the same business day as hire confirmation • Update employee records in the HRIS at each employment milestone, including onboarding completion, status changes, promotions, and terminations • Ensure all HRIS records for…