HR Generalist

DescriptionPosition Summary

The HR Generalist delivers accurate, responsive, and consistent HR support to employees and managers across assigned locations. The role coordinates core employee-lifecycle processes, supports employee relations, maintains HR records and systems, and helps implement recruiting, onboarding, benefits, leave, performance, training, and compliance programs. The HR Generalist resolves routine matters independently and escalates higher-risk or precedent-setting issues to the HR Business Partner or CHRO.

Another important part of this role will be acting in the capacity of a recruiter. Good recruiting helps support position management, performance management, strengthens culture and achieving company objectives. The HR Generalist will partner with the CHRO and business leaders to create, implement, and execute recruiting strategies and best practices.

Human Resources is a Shared Service within Speedy CPS. HR supports a variety of business locations and types of business and plays a major role in business success. HR is expected to understand how the business works, willing to help support, improve and be part of multi-department teams to help the business reach its goals. HR has the opportunity to play a valuable strategic business role in a fast growing organization. Growth and development is a major focus in the organization and HR has the opportunity to be part of business processes and teams

Organization Core Values

Humanity – People, Respect, Teamwork, Community, Kindness

Excellence – Quality Work, Integrity, Responsibility, Accountability, Exceptional

Curiosity – Learning, Listen, Knowledge, Creativity, Problem-Solving, Challenge Assumptions

Scrappy – Self-starter, Committed, Enthusiastic, Initiative, Hard-Working
QualificationsKey Outcomes

Employees and managers receive timely, accurate HR service and clear guidance.
Employee records, HRIS data, onboarding, status changes, and required documentation are complete and reliable.
Routine employee-relations and policy matters are resolved consistently, with higher-risk issues escalated promptly.
Locations meet onboarding, training, posting, recordkeeping, and other HR compliance requirements.
HR programs and new-location activities are executed on schedule with visible follow-through.

Essential Responsibilities — Employee Support and HR Operations

Serve as an accessible first point of contact for employee and manager questions regarding policies, pay processes, benefits, leave, attendance, performance, and HR procedures.
Process hires, transfers, promotions, pay changes, manager changes, leaves, and separations accurately and within established deadlines, by using the HRIS and HR process flow.
Maintain complete electronic personnel records, policy acknowledgments, certifications, and confidential documentation.
Coordinate employment verifications, employee-data corrections, organizational charts, recurring reports, and HR communications.
Support benefits enrollment, qualifying-life-event changes, leave intake, return-to-work coordination, and employee questions in partnership with specialists.
Monitor shared HR requests, establish appropriate priorities, document resolutions, and identify recurring service issues.

Essential Responsibilities — Recruiting and Onboarding

Coordinate job postings, candidate communication, interviews, background checks, offers, and pre-employment requirements.
Support hiring events, referral initiatives, school or community partnerships, and new-location staffing activities.
Complete or coordinate I-9s, new-hire documentation, HRIS/payroll setup, policy acknowledgments, and orientation scheduling.
Deliver or support new-hire orientation and track required onboarding and job-specific training.
Monitor 30-, 60-, and 90-day check-ins and report incomplete onboarding or early-turnover patterns.
Partner with recruiters and managers to maintain accurate requisition, candidate, and hiring data.

Essential Responsibilities — Employee Relations and Performance

Provide managers with guidance on routine attendance, conduct, policy, documentation, and performance matters within established protocols.
Conduct preliminary fact gathering and assist the HRBP with investigations, witness interviews, documentation, and follow-up actions.
Draft or review routine corrective-action and performance documentation for completeness and consistency.
Identify matters involving harassment, discrimination, retaliation, accommodation, safety, wage-and-hour, termination, or significant legal risk and escalate them immediately.
Track performance-review, corrective-action, training, and case-management activity.
Support engagement activities, employee listening, recognition, stay interviews, and exit interviews.

Essential Responsibilities — Compliance, Data, and Programs