What Does A HR Generalist Do?

WHAT DOES A HR GENERALIST DO?

Updated: Jun 22, 2025 - The Human Resources (HR) Generalist provides guidance on employee relations issues, ensuring compliance with company policies, benefits programs, and applicable employment laws. This role manages administrative HR functions, including onboarding, recruiting, employee records maintenance, and benefits coordination with consistency and attention to detail. The generalist also supports policy development, facilitates training and open enrollment activities, and delivers accurate HR reporting to support business objectives.

A Review of Professional Skills and Functions for Human Resources Generalist

1. Human Resources (HR) Generalist Duties

Payroll Management: Responsible for payroll and the outsourced payroll partner
Payroll Reporting: Production of payroll reports for finance and auditors
Deduction Administration: Calculation and administration of monthly Medical Insurance, Pension and other payroll-related deductions
Candidate Assessment: Assist with recruitment, interviewing and assessing candidates
Employee Onboarding: Responsible for the orientation and onboarding process
Employee Relations: Assists Managers with employee relations, termination and exit interviews
Benefit Administration: Responsible for Benefit administration
Safety Policy: Assist with the Health and Safety policy in the Dundalk office
Internal Communication: Supports internal communication
Employee Engagement: Supports the Wellness and Engagement teams
Visa Processing: Supports VISA applications

2. Human Resources Generalist Details

HR Planning: Design and implement the Human Resources plan of the production site and take over responsibility for the whole employee lifecycle
Team Building: Set up the further management and production workers team and provide induction programmes
Process Implementation: Implement and ensure smooth HR processes and documentation, based on ERP systems, including recruiting, payroll, training, retention, onboarding, temporary staff, and employee database (e.g. vacation planning, sick leave)
Project Leadership: Proactively drive HR projects like engagement, talent, organisational, and personnel development
Business Partnership: Help drive business as an HR Business Partner
Business Growth: Grow the business and bring the company to a successful story

3. HR Generalist Responsibilities

HR Collaboration: Work in close cooperation with local HR Partners in Italy as well as internal service departments in Berlin and technical providers for Personnel Administration and Recruiting topics
Process Management: Prepare and handle monthly HR processes and implement, improve and maintain administrative processes in SAP HR and other systems
Regulatory Compliance: Ensure that all legal and regulatory requirements concerning HR services are met, cooperating with local HR Business Partners in Italy as well as technical providers
Employment Administration: Manage all communication necessary for hiring, termination and changes in employment relationship
Authority Communication: Inform all regional and local authorities every month and assist the payroll department by providing employee information
Talent Acquisition: Responsible for end-to-end recruitment process for both junior and management positions, from finding the best posting strategies for openings to interviewing, whilst ensuring a great candidate experience
HR Documentation: Administer and prepare HR-related documentation and reporting in HR systems, updating internal HR databases and personnel records
Project Collaboration: Collaborate in internal projects and encourage the best practice sharing amongst HR EMEA teams

4. HR Generalist Job Summary

Record Management: Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions
Policy Interpretation: Interpret and explain human resources policies, procedures, laws, standards, or regulations
Payroll Preparation: Prepare the payroll advice for the Finance team to process the salaries
Employee Hiring: Hire employees and process hiring-related paperwork
Applicant Communication: Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities
Issue Resolution: Address employee relations issues, such as grievance handling, work complaints, or other employee concerns
Orientation Scheduling: Schedule and conduct new employee orientations
Document Maintenance: Maintain and update human resources documents
Policy Development: Confer with corporate to develop or implement personnel policies or procedures
Survey Implementation: Support in the implementation of corporate initiatives like ESAT (employee satisfaction survey)

5. Human Resources (HR) Generalist Accountabilities

Employee Support: Serve as a first-level contact for all EMEA Lifestyle employees and all other employees who are supported by the HR EMEA team
Onboarding Coordination: Coordinate and complete all new hire onboarding, contractual change, and termination processes and documentation
Benefit Management: Manage all employee benefits (such as pension and insurance) for the assigned region and third-party contact
Compensation Expertise: Become the specialist for compensation and benefits for colleagues working within EMEA
Administrative Support: Provide administrative support for all HR EMEA processes
Process Optimization: Build a structure in ways of working and identify and drive the ways to optimize
Data Monitoring: Monitor HR and systems processes to ensure data accuracy and integrity
Data Maintenance: Maintain personnel data accuracy in cooperation with the Shared Service Centre
Project Participation: Support and participate in EMEA HR projects

6. HR Generalist Functions

Employee Support: Be the first point of contact for all People and Culture queries
Project Coordination: Assist in the coordination of multiple HR projects, and review their policies and procedures
Agreement Implementation: Assist in implementing their already drafted enterprise agreement and answering employees' questions
Recruitment Coordination: Coordinate end-to-end recruitment of some internal positions
HR Advisory: Provide HR advice to store managers
Training Organization: Organize training for store managers and staff
Contract Creation: Create and issue contracts of employment
Policy Implementation: Implement policies and procedures

7. HR Generalist Job Description

Record Management: Maintains all employee records and personnel files by state and federal document retention requirements
Labor Compliance: Ensures labor law postings are current and compliant with state and federal standards
Benefit Administration: Performs all benefits administration to include annual review and renewal process, and employee enrollment
Policy Development: Administers and assists in the development of various human resource plans and procedures, such as the employee handbook and the policies and procedures manual
Full-Cycle Recruitment: Conducts full-cycle recruitment and onboarding of all personnel
Employee Orientation: Conducts new-employee orientations
Process Improvement: Makes recommendations to the management team for continuous improvement in areas of policies and procedures, recruitment, training, employee engagement and performance management and efficiency of the department and services performed
Goal Setting: Participates in developing department goals, objectives, training and systems
Compensation Oversight: Administers the compensation program
Performance Monitoring: Monitors the performance evaluation program and revises
Employee Relations: Handles employee relations counseling and exit interviewing
Meeting Participation: Participates in staff meetings and attends other meetings and seminars
Regulatory Compliance: Maintains compliance with federal and state regulations concerning employment and payroll
Safety Support: Provides backup support to the safety manager with training and claims management
Payroll Management: Using ADP oversees time entry, timecard review/approval process, maintains W-4 tax data, direct deposit data and any other personal data in the system
W-2 Handling: Issues W-2 Wage and Tax Statement reprints
Garnishment Processing: Processes garnishments which include child support, tax levies, student loans, WRIT of garnishment, etc.
Payroll Reporting: Compiles financial, tax and payroll reports for both internal and external purposes
Data Analysis: Compiles and analyzes payroll data, makes recommendations, and prepares related reports

8. Human Resources Generalist Overview

Talent Acquisition: Recruit the right person to fill the vacant positions and seek continuous improvement on recruitment tools and channels to be efficient
Lifecycle Management: Administrate employee lifecycle online/offline activities, including onboarding, changes and offboarding processes, data reporting and maintenance in the HR system etc
Performance Advisory: Responsible for providing advice on performance management to business managers, including goal setting and review, support with performance dialogues and improvement activities
Compensation Support: Assist the HR Manager with the merit and bonus campaign with high quality
Payroll Coordination: Collect monthly payroll data to make sure the payroll process is aligned with applicable rules and policies
Data Reporting: Interact with function contacts in providing HR related reports promptly
Employee Engagement: Take care of employee relationships in daily work and innovate different methods to promote employer branding
HR Helpdesk: Assist managers and employees with the operation of the HRIS system, employment certification letter, etc.
Manager Coaching: Give advice and guidance to business line managers to actively raise their understanding of and expertise in people management and HR issues
Training Delivery: Facilitate training programs and deliver internal training per requirements and needs
Audit Support: Responsible for providing tactical support to handle auditing or ER cases per request

9. HR Generalist Details and Accountabilities

Client Partnership: Serve as an HR focal to customer management to understand business priorities and human resources planning, and facilitate HR service delivery
Data Analytics: Leverage HR data analytics and metrics to develop a business case and measure progress on goals to drive business outcomes
Program Input: Work closely with HR Centers of Expertise to provide input for the design of HR programs in specific areas (e.g., performance and wellness, annual compensation review), and to support the delivery of such programs
Policy Advisory: Conducts research and analysis necessary to counsel customer management on a wide range of issues and advises management on the interpretation and application of various human resources processes and policies
Issue Resolution: Investigates employee concerns or complaints and works with cross-functional teams to develop solutions
Process Management: Plans and provides for the daily administration of various human resources processes such as the Human Resources Management System
Policy Development: Works closely with the HR team in the development and implementation of new or revised human resources programs, policies or processes
Project Participation: Participates in special projects or teams

10. Human Resources (HR) Generalist Tasks

Records Management: Maintain employees’ personnel records meticulously
Data Updating: Review and update internal records and all HR Software Tools
Policy Review: Review and update HR Policies
Query Resolution: Answer employees’ queries about HR-related issues promptly
Talent Promotion: Participate and help in HR job fairs as a brand ambassador and talent scout
Team Support: Ad-hoc assistance to the HR team

11. HR Generalist Roles

Process Execution: Execution of transactional core HR processes (e.g. coordinate and conduct new associate orientation, unemployment claims processes, onboarding and exit interviews, transitional return to work, leave administration, OSHA reporting, etc.)
Policy Coaching: Provide coaching and guidance to associates and supervisors regarding policy and procedure
Talent Support: Support hiring managers and Talent Acquisition to support recruitment and staffing plans
Payroll Support: Support and maintain the eTime system and payroll-related activities
Culture Development: Support HRBP to drive an inclusive and diverse culture
Engagement Administration: Administer programs to enhance employee engagement and satisfaction levels

12. HR Generalist Additional Details

Relations Guidance: Provide employee relations guidance to employees and management within the scope of the position
Needs Assessment: Identify and actively respond with sensitivity to the needs of employees and business unit leaders
HR Operations: Oversee the day-to-day support of Human Resources (HR) transactions in collaboration with a shared services team
Regulatory Compliance: Ensure compliance with state and federal laws and regulations
Policy Administration: Assess, communicate, interpret and administer updated HR policies and procedures to the assigned area
Benefits Delivery: Deliver benefits information to employees based on the company handbook/policies and procedures
Policy Enforcement: Ensure fair, equitable and consistent application of all company policies and procedures
Issue Investigation: Assist with investigating a variety of employee-related issues, incidents and complaints
Dispute Resolution: Resolve disputes and recommend appropriate/remedial actions
Hiring Support: Support HR Recruiting team and hiring managers by interviewing, presenting offers, facilitating candidate logistics, scheduling onboarding and administering the training/orientation process
Program Implementation: Assist in the development and implementation of programs or information regarding HR policies, procedures or information
Engagement Support: Support a values-driven environment through consultation and service regarding employee engagement activities

13. Human Resources Generalist Essential Functions

HR Services: Provide basic human resources services and operational support to the organization, like discussing separation packages with managers and employees, explaining options for maternity leave, or explaining guidelines and policies
Policy Guidance: Answers questions that require a level of professional judgment, e.g. contract questions
Issue Resolution: Support employee relations activities by investigating and resolving issues concerning working conditions as well as people-related issues such as manager/employee and colleague relationships
Manager Support: Assisting Line Managers to address specific people topics by advising on options (in context of Siemens policy and local labor law), assessing risk and acting as a consultant to help managers decide on the best course of action
Data Management: Manage data and documentation handling at a local level
Project Execution: Implementation of local HR activities and projects in alignment with HR Head/HR BP requirements
System Training: Educating managers and employees on the best use of on-demand solutions for relevant HR related topics (e.g., self-service applications)
Initiative Implementation: Implement HR projects and initiatives
Workforce Planning: Discusses workforce demands for the assigned organization
Event Participation: Participates in local HR activities such as training, onboarding and separation
Policy Development: Maintains, develops, proposes, and implements HR and company policies, procedures, and other guidelines

14. HR Generalist Role Purpose

Employee Support: Serve as a key point of contact for employees to connect with the human resources department, while promoting Eaton values and providing courteous and timely service to all employees
Talent Acquisition: Lead hourly and salaried talent acquisition and management activities, including building and maintaining a successful internship program, diversity and veteran outreach, and serving as a liaison with the Eaton University Relations team
Employee Onboarding: Strengthen employee retention and engagement through establishing the standard onboarding and orientation processes with integrated efforts from various functions
Talent Management: Support the Eaton talent management and organizational effectiveness initiatives in areas such as succession planning, organizational capability reviews, mentorship program, leadership development training, and performance management
Labor Relations: Assist in the preparation of Contract negotiations with the Local Union
Policy Interpretation: Administers the grievance and disciplinary process, interprets contract language and advises on day-to-day matters related to wages, benefits and working conditions to maintain a consistent, fair and equitable treatment of employees and competitive stature in the marketplace
Benefit Administration: Serve as local subject matter expert for employee benefits and payroll questions, coordinating with remote centralized HR service center and payroll teams and coordinating benefits enrollment meetings, communications, and processes
Issue Resolution: Support various employee relations activities such as supervisory coaching, conducting investigations, and administering discipline
Report Analysis: Generate and analyze regular and ad-hoc reports for regulatory, budgeting, and auditing purposes
Committee Facilitation: Facilitate and participate in company-wide committees in support of the overall Eaton goals, such as wellness and community involvement
Exit Processing: Facilitate the end employment process for both voluntary and involuntary separations
HR Communication: Prepare and distribute HR related communications
Policy Maintenance: Update and maintain HR policies and procedures
Strategic Support: Provide tactical and strategic support to the Electrical Products business unit and Syracuse plant organizations

15. Human Resources Generalist General Responsibilities

Employee Support: Serve as a point of contact to team members, answer questions, and help employees navigate all aspects of HR
Talent Strategy: Partner with and support HR Business Partners to drive the team's talent strategy and organizational change
Program Delivery: Support in the delivery of HR programs and processes related to workforce planning, employee engagement, performance reviews, promotion process, talent development, and overall talent management
Process Optimization: Collaborate with HR Generalists, Talent Operations, HRIS and other cross-functional team members on developing processes and iterating on existing ones to create greater efficiency
Transition Management: Handle internal movement and departures, working alongside cross-functional partners and headcount changes
Data Reporting: Run ad-hoc and regular reporting (headcount, terminations, new hires, promotions, etc.)
Performance Coaching: Partner with managers and on performance management and mentoring conversations
Case Resolution: Manage employee relations matters and be responsible for full cycle processes through to resolution and escalate
Change Administration: Administer employee changes in Workday in partnership HRIS Team
Document Maintenance: Maintain and update internal HR documentation, including transfer/promotion letters and immigration postings
Legal Compliance: Remain up to date on local employment legislation and compliance

16. HR Generalist Key Accountabilities

Team Collaboration: Report to an HR Manager and work with a close-knit HR and leadership team supporting the AST (Applied Sterilization Technologies) facility in Ontario, CA
Strategic Partnering: Be an HR Partner to managers and employees at various levels in a fast-paced environment, providing HR support and solutions
Cross Collaboration: Provide dedicated support to assigned teams and collaborate cross-functionally
Manager Coaching: Consult and coach managers as they handle performance issues and talent development needs
Issue Resolution: Manage employee relations issues, conduct investigations, and recommend solutions
Project Support: Support HR leadership team - HR research, project support, reporting/analytics, and champion HR initiatives
Leadership Influence: Identifying opportunities and positively influencing leadership approaches
Employee Onboarding: Training HR orientation, facilitation of HR training, and collaborating with the Technical Training team to create seamless onboarding and great new hire experiences
Talent Acquisition: Partner with the central recruiting team to guide the interview and selection process
Pipeline Development: Supporting innovative approaches to developing pipelines and promoting the employee value proposition

17. Human Resources Generalist Roles and Details

Employee Coaching: Provide counseling and/or coaching to employees and management regarding employee relations matters and application of company policies, programs, and benefits
Action Planning: Recommends and administers OFI or corrective action plans
Form Compliance: Ensures forms are completed per policy and in compliance with all applicable laws
Policy Administration: Administer applicable company and/or site policies, programs, and benefits and act as a liaison with corporate to facilitate change management
Benefits Liaison: Acts as a liaison for employee programs and benefits (e.g., health, 401(k), performance management, incentives, etc.)
Benefits Coordination: Coordinate and/or facilitate benefit meetings during open enrollment
Data Accuracy: Ensures new hire and termination paperwork is processed and employee data is current and accurate within the system of record (e.g. UltiPro) and maintains proper employee files by policy and law
Policy Development: Participates in the maintenance, development and implementation of policies and procedures
Talent Acquisition: Performs recruiting duties for all non-exempt (full-time or temporary) and liaisons with established temporary agencies, including creation of job advertisement, interviewing and selection
New Onboarding: Completes the onboarding functions for new employees including system onboarding (UltiPro), new employee orientation and necessary coordination of new employee training
Business Reporting: Perform routine reporting functions to support the business
Program Advocacy: Function as an advocate for other company programs and/or initiatives based on the site supported

18. HR Generalist Responsibilities and Key Tasks

Onboarding Coordination: Schedule employee onboarding processes
Orientation Planning: Plan new employee orientation by utilizing HR resources such as the HR portal to enable a seamless onboarding experience, allowing insight into the Flex goals and culture
Policy Enforcement: Ensure the consistent treatment of employees and the consistent application of Flex policies and procedures
Relationship Building: Foster and maintain positive working relationships within all employee levels
Policy Counseling: Counsel management on policy interpretation, including any potential risks
Issue Resolution: Advise and investigate (when applicable) regarding the appropriate resolution of employee relations issues
Discipline Administration: Assists in the documentation/administration of the disciplinary procedure
Separation Processing: Prepare employee separation notices and related documentation
Exit Interviews: Conduct exit interviews to provide insight into voluntary separation decisions
Hearing Representation: Represent the organization at unemployment hearings (based on business location)
Appraisal Administration: Administer performance appraisal and compensation programs to ensure effectiveness, compliance, and equity within the organization
Recognition Programs: Administers and promotes employee recognition programs
Corporate Partnership: Partner with corporate HR COE teams to cascade communications approved by them to ensure all employee levels receive the information on various corporate programs, policies and initiatives
Training Coordination: Coordinate and communicate various training requirements including management, safety, security, Code of Conduct, etc.
Employee Advocacy: Be an employee advocate and assist with any workplace concerns or HR-related programs
Resource Guidance: Provide employees with guidance and resources to allow them to easily contact the GBS HR Help Desk
Communication Support: Assist with HR communications and training of managers on new programs, systems and processes
Compliance Monitoring: Monitor the Flexpledge/CSER requirements, complete periodic audits and drive initiatives throughout the site in collaboration with the environmental health and safety team

19. HR Generalist Duties and Roles

Talent Acquisition: Conduct hourly recruitment for open positions following the established process, by Affirmative Action requirements
Documentation Management: Maintain required documentation, including electronic records, supporting Affirmative Action, Attendance, Vacation, and the Collective Bargaining Agreement
Employee Onboarding: Conduct new hire onboarding and orientation using standardized onboarding material
Record Maintenance: Create and maintain personnel records
Policy Administration: Support the administration of the Collective Bargaining Agreement and related policies
Legal Compliance: Assist with Plant compliance with Federal and State employment and Labor Laws
System Training: Provide training and support for e-tools, including HR Atlas, Workday, SharePoint, Performance Management, and Survey Action Planning
Staff Supervision: May direct the work of others including support staff
Project Formulation: Formulate human resources projects
Employee Liaison: Act as the first point of contact for hourly employees
Issue Investigation: Conduct investigations for employee relations issues
Management Advisory: Influence and make recommendations to management

20. Human Resources (HR) Generalist Roles and Responsibilities

Active Listening: Giving full attention to what other people are saying, taking time to understand the points being made, asking questions, and not interrupting at inappropriate times
People Management: Motivating, developing, and directing people as they work, identifying the best people for the job
Social Perceptiveness: Being aware of others' reactions and understanding why they react as they do
Verbal Communication: Talking to others to convey information effectively and the ability to speak clearly so others can understand
Logical Reasoning: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems
Reading Comprehension: Understanding written sentences and paragraphs in work-related documents
Oral Comprehension: Listening to and understanding information and ideas presented through spoken words and sentences
Written Understanding: Reading and understanding information and ideas presented in writing
Clear Expression: Communicating information and ideas in speaking and writing so that others will understand
Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one
Conflict Resolution: Bringing others together and trying to reconcile differences
Problem Solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions
Rule Application: Applying general rules to specific problems to produce answers that make sense
Error Detection: Perceiving when something is wrong or is likely to go wrong
Idea Generation: Coming up with several ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity)

21. Human Resources Generalist Overview

Ad Writing: Writing and placing employment ads
Duties Program: Working with the Modified Duties Program
Claims Liaison: Liaison with WorkSafeBC regarding workplace claims
Regulation Compliance: Ensure the company is in line with WorkSafeBC regulations
Safety Training: Develop safety training programs
Program Delivery: Ensure employees are trained in safety programs
Committee Oversight: Oversee JHSC for all plants
Policy Compliance: Work with supervisors and managers to ensure compliance with safety policies

22. Human Resources Generalist Job Description

Phone Screening: Perform phone screens
Applicant Interviewing: Co-interview or interview applicants about their experience, education, and skills
Reference Checks: Contact references and perform background checks
Job Information: Inform applicants about job details such as benefits and conditions
Candidate Selection: Hire or refer qualified candidates
Employee Onboarding: Conduct new employee orientations
Paperwork Support: Support the foreman with the processing of paperwork, such as payroll time sheets, wage adjustments and vacation requests
Workforce Planning: Advise, plan and coordinate the workforce to best use employees’ talents
Conflict Resolution: Resolve issues between management and employees

23. Human Resources Generalist Functions

Policy Advising: Advise managers on policies like equal employment opportunity, sexual harassment, and employment law
Hiring Oversight: Oversee the recruitment and hiring process
Data Analysis: Analyze and report on a departmental level, retention, and employee satisfaction
Disciplinary Support: Support disciplinary procedures via the acting manager
Culture Promotion: Promote a culture characterized as supportive, safe and one of continuous improvement
Office Work: Works in an office setting
Moderate Supervision: Works under moderate supervision
Computer Use: Frequently types and writes on a computer and uses a phone
Work Coordination: Occasionally moves about to coordinate work

24. HR Generalist Accountabilities

Management Support: Responsible for management support
Org Change Support: Support managers and HRBPs with organization changes
Manager Advising: Act as advisor and sparring partner to local and regional managers
Process Navigation: Act as first line support for global processes, knowing where to direct ‘customers’
Employee Relations: Support employee relationships in the location and region, including onboarding and performance matters
Performance Oversight: Responsible for performance, engagement and retention
Compliance Enablement: Responsible for ‘taking action’ and enabling leaders to be compliant with Danfoss People Management Processes and standards to ensure high performance
Engagement Initiatives: Initiate and lead activities that help to increase satisfaction, motivation, engagement and retention
Data Monitoring: Monitor data around sick leave, engagement, job satisfaction, etc. and address the development and improvement areas to leaders and local management
Team Facilitation: Facilitate team building and development on request
Development Coordination: Coordinate and implement development initiatives
Coaching Management: Manage coaching and development activities

25. HR Generalist Job Summary

Life Cycle Management: Manage the employee life cycle from onboarding to offboarding in the regional warehouse
Policy Support: Support the implementation of corporate-wide policies, procedures, systems, and initiatives
HR Coaching: Provide coaching, direction, and counsel to the site business leadership team, as well as all levels of employees, to proactively anticipate, prevent, and resolve a wide range of HR issues
Program Management: Program management in areas including employee performance, annual compensation review, manager and employee development, and succession planning
HR Training: Provide individual and group training on a variety of HR tools, policies, and procedures, management training and topics
Recruitment Support: Partnering with hiring managers to support the full cycle of the recruiting process
HR Assistance: Answer and assist field offices with general HR questions and requests
Timecard Support: Assist with time card collection and ad hoc HR reports

26. HR Generalist Responsibilities

Regulatory Compliance: Ensure compliance with all employment-related government standards, keeping up to date with relevant changes
Policy Management: Responsible for own company's HR policies, procedures, handbooks and internal audit processes, ensuring adherence across multi-state and international offices
Employee Relations: Manage and resolve complex employee relations issues
Background Checks: Conduct employee background checks and administer employee offer letters
Onboarding Support: Complete new hire onboarding and fund-level orientation
Disciplinary Oversight: Oversee employee disciplinary meetings, terminations and investigations
PIP Framework: Provide a framework for hiring managers to conduct effective performance improvement plans (PIPs)
HRIS Management: Responsible for own HRIS, ensuring all employee records are up-to-date and confidential
Benefits Administration: Administer health, welfare and 401(k) benefits plans, including enrollments, changes, and terminations, ensuring compliance with ERISA and other government regulations
Payroll Coordination: Partner with Payroll to ensure benefits are properly processed and reconcile benefits statements and vendor contributions
DEI Oversight: Responsible for own and maintaining the company's Diversity, Equity and Inclusion policy and standards
Leave Management: Manage requests for FMLA/ADA or other medical leave, including short-term and long-term disability benefits
Employee Transfers: Ensure smooth transfer of employees to Scaleworks when acquiring new companies
I-9 Processing: Complete Forms I-9, verify I-9 documentation and maintain I-9 files
HR Reporting: Produce ad hoc reports for senior leadership, including employee information for reporting requirements

27. HR Generalist Details

HR Partnership: Support for the HR team and will partner with the HR and recruitment teams in Europe, Asia, and the United States to deliver a first-class HR service to the business
Independent Work: Work independently, take a hands-on approach, and interface effectively with professionals at all levels
Professional Skills: Responsible for communication, professional and interpersonal skills, as well as the ability to function in an innovative environment
Benefits Focus: Strong emphasis on benefits administration
Benefits Admin: Responsible for the administrative side of US and Canadian benefits
HR Guidance: Provide HR guidance to team members and managers across the full life-cycle of HR, including onboarding new starters, benefit administration, process and policy, and offboarding
Global Benefits: Provide global benefits administration in the United States and Canada
Finance Liaison: Liaise with the Finance department to ensure appropriate benefits deductions are made and benefits-related purchase orders are raised

28. HR Generalist Duties

ER Support: Partner with first-line managers to provide employee relations advice as well as guidance on global policies and procedures
Process Automation: Apply critical thinking to automate and reduce administrative tasks
HRIS Leadership: Take a lead role in the management, continued development, and integration of the HR System across all HR processes, acting as a system expert and advocate for the global HR team
Data Accuracy: Ensure a high degree of accuracy and timeliness in processing all employee changes, new joiners, and leavers
HR Reporting: Take a lead role in running data-driven reporting to inform and influence HR strategic initiatives
Audit Compliance: Conduct regular compliance audits surrounding I-9s, benefits, background checks, and ad hoc audits
Project Leadership: Lead and participate in project work, truly get to see the impact of work
DEI Initiatives: Work with the global HR team and internal resource groups to drive diversity and inclusion initiatives across the company
Policy Management: Create, update and maintain country-specific handbooks and corporate policies, ensuring consistency of application of HR policies and procedures, continually driving for process improvements, efficiency and automation

29. HR Generalist Roles and Responsibilities

HR Query Handling: Contact for all HR queries from colleagues
Document Administration: Administer HR documents, eg, onboarding documentation and contracts
HR Processing: Process returned documentation for new starters, including inputting on the HR system, and completing all associated processes, such as right to work documentation
Succession Planning: Responsible for succession planning and delivery
Meeting Participation: Attending management meetings and consulting accordingly
Employee Relations: Responsible for employee relations
Issue Escalation: Escalate queries to the HR Manager
HR Representation: Responsible for representing the business unit (Dublin sites) in Abbott-wide HR teams and projects by conducting research, analysing data, and compiling statistical reports and information
Team Collaboration: Works as a team with other HR personnel to provide a positive experience for applicants
Regulatory Compliance: Abide by all federal and state employment laws and regulatory guidelines
Legislation Awareness: Stay abreast of legislative changes and requirements affecting employment
Confidentiality Commitment: Uphold the highest degree of confidentiality in daily operations
Flexible Scheduling: Work flexibly with hours
Training Attendance: Attend all required meetings and complete all necessary education and training
Policy Adherence: Follows North Oaks Health System's compliance programs and all federal and state regulatory guidelines

30. HR Generalist Duties and Roles

HR Guidance: Provides guidance and support to business partners and associates on all HR-related issues
Team Liaison: Serves as the primary point of contact for the Energy and Industrial Solutions team
Leadership Advising: Advises business leaders on all aspects of organizational effectiveness including hiring, performance management, employee relations and policy interpretation
Climate Evaluation: Evaluate organizational climate and issues, assist with employee communications and facilitate improvements in the employee experience
Change Support: Supports field leadership in the development and implementation of strategies that enable the organization to thrive through periods of change
HR Strategy: Supports the design and execution of long-range HR business objectives and strategic plans within the corporate function, focused on organizational effectiveness, workforce planning and staffing, performance management, enterprise systems and competitive performance-based total rewards systems
Strategy Alignment: Ensures harmonized implementation of strategies
Issue Resolution: Conducts thorough investigations, maintains proper documentation, partners with leadership on outcomes, and ensures timely resolution and follow-up on employee relations issues

31. HR Generalist Responsibilities and Key Tasks

Complaint Resolution: Investigate and resolve workplace complaints and disputes, document findings and recommend corrective action and/or appropriate resolution in accordance with Federal, State, and local laws
Interview Conducting: Interview complainants, respondents, and witnesses
Document Review: Obtain and review documents and other relevant materials from the complainant and/or respondent
Disciplinary Guidance: Provides guidance and assistance in the disciplinary action process
Action Recommendation: Makes recommendations on the appropriate level of corrective action
Policy Advising: Confers with and/or advises management regarding interpretation of policies and/or processes
Legal Compliance: Provides guidance to management to ensure compliance with state and federal laws
Talent Acquisition: Fulfills staffing needs for exempt and non-exempt job openings, sources and identifies talent, conducts job interviews and fills open positions in a timely manner

32. HR Generalist Roles and Details

Job Description Support: Assist management with writing effective and accurate job descriptions, requisition process and approval, salary administration, etc
Project Leadership: Serves as lead on various HR projects, such as documenting policies and procedures, updating HR manuals and identifying/implementing process improvements
Benefits Coordination: Collaborates with corporate business partners and assists in the management, administration and communication of employee benefits, such as health and welfare benefit plans, policies on time away from work and leave of absence, including FMLA, Workers' Compensation, and Disability
Workplace Safety: Promotes safety in the workplace
Incident Management: Conducts assessment of incidents in partnership with the Safety Specialist and directs reporting procedures, mandatory drug/alcohol testing and investigation process
HR Data Tracking: Utilizes various systems/tools to track HR issues, identify trends, measure progress and analyze data
Report Generation: Compiles information and generates reports
Execution Support: Helps drive the execution and periodic analysis of on-go

33. HR Generalist Key Accountabilities

HR Management: Managing the entire HR function for 300+ employees
Absence Monitoring: Monitoring employee absence and turnover to identify trends and deal with them same
HR Advising: Liaising, supporting and advising management at all levels across the business on all HR-related matters, ranging from general queries, grievances, to disciplinary investigations and legal case preparation
Database Maintenance: Maintain the HR databases to ensure all files and the HR system is up to date and accurate
HR Reporting: Weekly reporting to the HR Manager on all HR issues in the area
HR Administration: Contract, employee queries, payroll and reference letter, etc, administration
Project Support: Work on ad hoc projects and tasks that regularly arise
Employee Relations: Meet with employees on general employment matters, and attend interviews and employee negotiations

34. HR Generalist General Responsibilities

Hiring Partnership: Partner with the Recruiting Manager and regional hiring managers, including the General Superintendents, HR Manager, GM, Internal Operations Manager, Principals, Project Managers and Superintendents
Staffing Needs: Determine staffing needs for a variety of roles
Talent Networking: Responsible for leveraging networking events, meetups, etc., to make connections and build a pipeline of prospective candidates
Job Posting: Create and post advertisements, prescreen applicants, and maintain resumes and applications in the ATS database
Passive Sourcing: Search for passive candidates using LinkedIn and other recruiting sources
Requisition Management: Manage open requisitions through the company website and ATS
Resume Handling: Manage application/resume filing and retention according to company policy and applicable laws
Interview Coordination: Schedule interviews with hiring managers, participate in interviews and proactively follow up with candidates throughout the interview process

35. HR Generalist Essential Functions

Expectation Management: Follow up with hiring managers and candidates to be sure appropriate expectations have been set with all parties
Candidate Communication: Tactfully communicate decisions to decline an applicant due to an unsuccessful interview or poor skills/qualification fit
Onboarding Coordination: Coordinate new hire and benefits paperwork, onboarding, etc. with recruiting and benefits managers
Background Checks: Conduct reference and background checks
Policy Communication: Communicate drug and alcohol policy requirements and coordinate pre-employment drug screens following all offers
Relationship Building: Build rapport with those inside and outside the organization and at all levels of management
Transition Support: Support the transition for new Dowbuilt team members from “candidate” to “employee”
Hiring Administration: Provide first contact by managing welcome packets and hiring e-paperwork

36. HR Generalist Role Purpose

Training Evaluation: Assessing instruction effectiveness and determining the impact of training on employee skills and key performance indicators through performance reviews, EVERFI and BambooHR
Curriculum Management: Maintain updated curriculum database and training records through EVERFI and BambooHR
Certification Tracking: Track course completion and generate certifications through EVERFI and BambooHR
Training Promotion: Work closely with internal communications to market available training to Dowbuilt team members and provide information about sessions
Needs Assessment: Assess training needs of Dowbuilt team members through surveys, interviews with employees and consultations with managers and instructors
Method Selection: Work with the General Manager and General Superintendent to select appropriate training methods or activities (e.g., simulations, videos, mentoring, on-the-job training, professional development classes, etc)
Training Logistics: Perform tasks such as monitoring costs, scheduling classes, setting up systems and equipment and coordinating enrollment for training
Session Support: Support departmental heads in researching and coordinating training sessions and materials

37. HR Generalist Roles

Training Coordination: Coordinate cross-department training sessions
Program Facilitation: Coordinate Superintendent-PM/PE training
Departmental Support: Encourage and support Departmental training sessions for the employee population (IT training for the field, Accounting training for Admin, etc)
Material Design: Design, prepare and order educational materials
Trainer Hosting: Host train-the-trainer sessions for internal subject matter experts
Feedback Collection: Gather feedback from trainers and trainees after each educational session
Mentorship Tracking: Coordinate and track the Dowbuilt Mentorship program
Survey Analysis: Conduct New Hire Surveys, and present feedback in quarterly board meetings via the HR director

38. HR Generalist Details and Accountabilities

Exit Interviews: Conduct employee exit interviews
Complaint Support: Assist with supporting managers, investigating complaints
IDEA Collaboration: Collaborate with HR Director and the Internal Communications Manager on Dowbuilt’s IDEA initiatives
Benchmark Reporting: Assist with inter-departmental benchmarking and reporting
Survey Analysis: Participate in the design, collection, and analysis of culture surveys
Group Coordination: Assist with the coordination of Dowbuilt IDEA employee group meetings, recommendations, and reporting
Content Research: Contribute to researching educational materials for IDEA learning SmartSheet
HRIS Administration: HRIS administration through BambooHR and ADP, new hire and termination paperwork and record management

39. HR Generalist Tasks

Dashboard Management: HR Dashboard management in SmartSheet
Leased Employees: Leased employee management
New Hire Reporting: Report new hires to DSHS
Payroll Updates: Enter all payroll-related employee data changes, including but not limited to wage rates, tax status, personal information, etc
Garnishment Handling: Manage wage garnishments and work with employees and the Payroll Supervisor to communicate pertinent laws surrounding this
I-9 Compliance: Review and complete employee I-9s in BambooHR and conduct annual I-9 audits
Vehicle Management: HR vehicle management (MVRs, accident reports, related policy signoffs)
Confidentiality Practice: Demonstrate discretion and treat all employee and proprietary company information as strictly confidential

40. HR Generalist Overview

Lifecycle Support: Provides support for the Director of Human Resources for the entire employment lifecycle with a focus on personnel chart creation and maintenance
CEO Assistance: Assists the CEO with administrative tasks
Engagement Support: Assists the Director of Human Resources and others with the administration of employee engagement programs
HR Assistance: Assists with benefits, training, direct deposit, leave administration and related HR areas, including answering employee questions
Supply Support: Assists the Accounts Payable office with supply ordering
System Maintenance: Maintains office-related systems that enhance the administrative effectiveness of operations, including but not limited to facility copiers, postage machine and laminator
Delegated Tasks: Performs delegated functions appropriate to the position
Department Support: Provides administrative support to other department heads as directed by the Director of Human Resources or the CEO
Guest Reception: Greets guests arriving at the Administrative Building (Manor House), following policy regarding security and Service Excellence standards

41. HR Generalist Functions

HR Partnership: Develops partnerships with business area managers and employees to best provide HR-related services to the business area with respect to the Branch
HR Consulting: Consult with business area managers to provide HR guidance and develop solutions, programs, policies, and training
Trend Analysis: Analyzes trends and metrics to assist the business area managers with their long-term strategic goals
Legal Compliance: Maintains in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance
Legal Collaboration: Partners with senior HRD staff and the Legal Department
Staffing Planning: Develops a staffing and recruitment plan for each business area
Recruitment Support: Recruits for open positions, revises job descriptions, job titles, etc
Compensation Guidance: Provides basic guidance for the Compensation Program and Succession Planning
Termination Support: Assists with employment termination processing
Visa Processing: Works with the immigration attorney for visa applications and renewals

42. HR Generalist Responsibilities and Key Tasks

Orientation Delivery: Delivers new hire orientation materials to new hires in the business area
Performance Guidance: Provides day-to-day performance management guidance to business area managers, including but not limited to coaching, counseling, career development, promotion nominations, and performance improvement plans
Review Management: Responsible for having all performance management reviews completed on a timely basis
Work Relations: Works closely with managers and employees to improve work relationships, build morale, and increase productivity and retention
Benefits Support: Provides benefits assistance to employees, including answering basic plan questions, enrollment and changes, and claim issues that arise
HR Partnership: Partner with Senior HRD staff
Leave Administration: Administers all disability and leave of absence cases in their assigned business area, working to get the employee back to active status
HR Admin Tasks: Responsible for all HRD administrative tasks for the assigned Business Area, such as HR Notification forms, ordering business cards/employee stamps, maintaining signature cards, input to HRB and Everbridge, Form I-9s, filing and PDFing, and record retention of both electronic and paper files
Disability Oversight: Responsible for SMTBUSA Disability cases and SMTBUSA Benefits Processing
Compliance Tracking: Responsible for administering the Consecutive Day Off compliance, including regular monitoring of leave reports, employee reminders, waivers, and tracking/summary reports, on an annual rotation
Event Planning: Responsible for planning, coordinating, and executing events

43. HR Generalist Key Accountabilities

Value Promotion: Promotes Helmer values as demonstrated in personal productivity and quality of work, management of internal/external relationships, actively seeking out and participating in Continuous Improvement practices, and willingness to engage and support team initiatives
Safety Compliance: Enforce, promote, and comply with workplace safety procedures for myself and Helmer employees
HRIS Maintenance: Maintains the Helmer HRIS to ensure accurate system set-up and data integrity by timely, efficient, and accurate processing of employee, benefit, and system changes/updates
System Improvement: Responsible for staying current on features and functionality and making recommendations on system and process improvements and reporting when identified
Training Facilitation: Update and facilitate system training for users
Report Customization: Customize reports for system users
Payroll Auditing: Responsible for auditing payroll

44. HR Generalist Tasks

Benefits Setup: Responsible for the setup and maintenance of all non-payroll aspects of benefits
ER Support: Assist with Employee Relations issues and concerns
Policy Application: Understand, apply, and interpret Helmer employment policies as well as laws that apply to the role
Employee Guidance: Serve employees and leaders, redirect them to other resources
Unemployment Response: Respond to unemployment requests for information and track the response success rate for responses
Verification Handling: Respond to employment verifications
Records Management: Maintain document filing systems for personnel and business-related records, and comply with document retention guidelines
SOP Updates: Create and update departmental Standard Operating Procedures

45. HR Generalist Overview

Legal Posting: Maintain up-to-date legal postings for interpreters
Benefits Renewal: Coordinate in the annual benefit renewal process by providing input, coordinating employee open enrollment meetings, assisting with the development of the Employee Benefit Handbook, ensuring the electronic benefit open enrollment system is ready, and benefit elections are accurately communicated to vendors according to the established timelines
Screening Coordination: Coordinate and manage annual biometric screenings
Enrollment Support: Coordinate new enrollments for new hires and benefit changes with the appropriate vendors
Issue Resolution: Assist employees with escalated benefit issues to ensure proper resolution
Invoice Reconciliation: Reconcile monthly vendor invoices to ensure accuracy
401k Administration: Administers the Helmer 401k plan, processes contributions with bi-weekly payroll
Audit Participation: Actively participate in annual 401 (k) audit
Leave Administration: Administer FMLA/ADA process and other employee leaves according to required legal and internal guidelines
Review Tracking: Responsible for assigning reviews according to schedule, following up with leaders on outstanding reviews, and training new leaders on performance management processes
Review Oversight: Review all reviews and corrective actions

46. HR Generalist Duties and Roles

Corrective Action: Work with leaders on assigning corrective action and or performance improvement plans
Background Checks: Verify background checks
Hire Auditing: Audit new hires in the system
E-Verify Processing: Process E-Verify and I-9’s in accordance with legal requirements
Safety Contact: Serve as a safety point of contact and as a member of the Safety Committee
Safety Audits: Participate in safety audits
Wellness Programs: Develop, lead and coordinate the company wellness initiatives
Health Administration: Manage all drug screening and workers’ Compensation administration, and manage clinic relationship to ensure organizational needs are being met
Recognition Programs: Coordinate the company service award program, the Manufacturing Employee of the Month program, and the Manufacturing Perfect Attendance Program
Comp Review Support: Assist with the creation of the annual compensation review spreadsheets
Comp Data Updates: Update compensation spreadsheets, including annual comp cycle worksheets and pay range spreadsheets

47. Human Resources Generalist Essential Functions

HR Process Support: Participate in a variety of HR processes such as organizational development, team effectiveness, performance management, workforce planning, staffing, training initiatives, career development, compensation and positive employee relations
Capability Building: Identify and implement processes to improve the capability of leaders, managers, and employees through training and development initiatives
Employee Relations: Perform routine tasks required to address and manage employee relations issues including but not limited to disciplinary matters, disputes and investigations, and conflict resolution
Data Accuracy: Partner with other HR team members to ensure that employee data transactions related to onboarding, offboarding, promotions, transfers, timekeeping, payroll and leave management are accurate and timely
Benefits Support: Play an active role in benefits administration, including open enrollment
HR Coaching: Provide guidance and coaching to supervisors and employees on HR issues to improve business performance and employee engagement
Recruitment Support: Supports recruitment of the following positions, including hourly production, hourly office, technical roles and salaried positions
Legal Compliance: Ensure compliance with State and Federal Labor Laws, including wage and hour, break times, and FLSA
HR Inquiry Response: Respond to questions regarding benefits, payroll, and other HR policies and issues
HR Reporting: Support site leadership with HR-related reporting and analytics
Population Support: Participates in a variety of HR processes for assigned populations, such as performance management, staffing, training initiatives, compensation, career development, employee relations, event planning, and HR policy development

48. HR Generalist Additional Details

Email Review: Review email communications completely to ensure all requests are understood and addressed
Email Guidelines: Ensure email response guidelines are followed, including proper spelling and grammar, accurate and complete information, and a professional tone
Service Standards: Follow all call quality and email standards and guidelines in order to ensure a high level of client service
System Navigation: Log in and navigate various HR systems (Saba, eProfile, Workday, Case Management) to locate desired information and end results
Issue Resolution: Using the systems noted above, replicate reported issues, research inaccurate employee data, and answer employment verification-related issues/concerns
Case Management: Enter all cases into case management accurately and completely
Inquiry Escalation: Identify and direct more complex inquiries to the appropriate escalation point, inside or outside the organization
Call System Use: Understand and effectively utilize the ACD (Automated Call Distribution) system
Employee Termination: Process terminations for all employees within the bank
New Hire Support: Support New Hire processing
Audit Processing: Process a daily transactional audit report
Data Entry: Ensure entries are completed daily and have accurate inputs
Task Flexibility: Consistently changes tasks depending on the retirement of old systems and the onboarding of new systems
Process Adaptation: Learn and support all new processes

49. HR Generalist Roles

HR Service Delivery: Delivery of HR services through the HR operating model and a strong performance culture in the local jurisdiction/country
Manager Coaching: Coach people managers to undertake their responsibilities as described in the HR Service Catalogue, utilizing global HR technology, global processes and the tiered HR support model
Process Implementation: Responsible for the implementation of global human resource processes for performance management and compensation planning
Inclusion Support: Support the implementation of inclusion and diversity strategy and initiatives in-country, initiated for Willis Towers Watson globally and by the business locally
Compliance Partnership: Partner with legal and compliance functions, monitor the regulatory environment to ensure ongoing compliance, and recommend and implement change
Document Management: Maintain employment documentation such as handbooks and standard employment contract terms in collaboration with the company and local employment law function
Regulatory Compliance: Ensure that HR delivery activity complies with all company employment practices and applicable country/jurisdiction laws and regulations, for business as usual and for integration/harmonization subsequent to any merger/acquisition/transfer of undertaking
Diversity Promotion: Ensure that inclusion and diversity are promoted and underpin all HR service delivery

50. HR Generalist Overview

COE Support: Give support to COEs to implement HR services, identify and handle exceptions specific to the country, and provide input to initiatives/processes that include the communication and engagement requirements
Benefits Compliance: Ensure that benefit programs are administered and maintained in accordance with the company's benefits governance processes
Mobility Support: Undertake activities related to global mobility services, supporting the COE to achieve a streamlined process for the assignee/transferee and the managers
Capability Growth: Take responsibility for the development of own capability, supported by the people manager, and for sharing ideas for continuous improvement in the function
Team Coaching: Responsible for other HR Generalists and/or HR Administrators, ensure these colleagues are coached and provided with access to tools, training and information to enable excellent service execution and their own personal development
Service Quality: Responsible for quality of service, compliance with requirements and standards, client satisfaction surveys, and lifecycle metrics
Team Culture: Take responsibility for team culture and colleague development
HR Collaboration: Responsible for collaboration and engagement across the HR function
Service Delivery: Delivery through measurements of timeliness and responsiveness, avoidance of query escalation and/or employment disputes

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