HR Generalist

Human Resources Generalist

Position Type: Exempt
Reports To: Human Resources Manager

General Description

The Human Resources Generalist provides day-to-day, post-hire HR support to employees and managers across multiple client locations, ensuring consistent and compliant application of Chesley Brown International’s HR policies, procedures, and employment standards. This role focuses on employee relations support, HR documentation, records management, compliance tracking, performance management support, and benefits and leave administration.

The HR Generalist serves as a key liaison between site leadership and Corporate HR, ensuring timely execution of HR deliverables, accurate documentation, and a positive employee experience.

Essential Duties & Responsibilities

HR Operations & Employee Lifecycle (Post-Hire)

Maintain accurate and up-to-date employee personnel files, including performance evaluations, disciplinary actions, corrective actions, and separation records, in accordance with company policy and record retention requirements.
Support the HR Manager, Recruiter, and site leadership with recruiting coordination, interview scheduling, onboarding logistics, and hiring events as needed.
Assist the HR Manager with employee status changes, including demographic updates, job changes, promotions, transfers, pay adjustments, and system updates across HR platforms.
Manage and track employee termination records in the HRIS and benefits administration platform, ensuring timely processing, documentation accuracy, and proper system access changes.
Compliance & Documentation

· Ensure adherence to federal, state, and local employment laws (e.g., FMLA, ADA, FLSA, EEO) and company policies.

· Coordinate and process random drug testing programs in accordance with company policy, client requirements, and regulatory standards, ensuring proper documentation and follow-up.

· Maintain unemployment records and support unemployment claims by preparing documentation, responding to inquiries, and coordinating with leadership as needed.

· Maintain workers’ compensation claims, including injury reports, claim documentation, follow-ups, and coordination with workers' comp insurance carrier and site leadership in accordance with OSHA workplace safety

· Respond to inquiries from third parties, including lenders, landlords, and background screening companies, while maintaining confidentiality and compliance with company policies and applicable laws.

Employee Relations & Support

Serve as a frontline HR contact for employees and supervisors regarding HR policies, procedures, timekeeping corrections, and general inquiries.
Support employee relations matters by gathering documentation, attendance records, and relevant facts.
Assist with investigations and corrective actions under the direction of the Human Resources Manager.
Coordinate employee recognition initiatives and service award programs.

Benefits, Leave & Accommodation Support

Assist employees with benefits questions, enrollment changes, and basic plan information.
· Maintain accurate HR records related to attendance, leave of absence requests (FMLA, medical, personal), accommodations, and return-to-work documentation.

Performance Management & Development

Support the performance review process by tracking deadlines, distributing forms, and maintaining documentation.
Monitor and follow up on performance improvement plans to ensure timely completion and alignment with organizational goals.
HR Systems, Payroll & Reporting Support

Support payroll processing by ensuring HRIS data accuracy and timely submission of employee changes.
Generate routine HR reports and dashboards as requested by HR leadership.
Ensure integrity and confidentiality of HR data and systems.

Decision-Making Authority

Recommend corrective actions and compliance steps to the Human Resources Manager based on documented findings.
Provide advisory support to managers on routine HR matters within established policies.
Maintain and approve non-sensitive HR documentation, including file completeness, training logs, and demographic updates.
Escalate complex employee relations, investigations, terminations, or high-risk issues to HR leadership.
(This role does not have independent authority for final decisions related to investigations, terminations, or legal matters.)

Knowledge, Skills & Abilities

Strong organizational skills with the ability to manage competing priorities in a fast-paced, multi-site environment.
Working knowledge of HR policies, HRIS platforms, and basic employment law principles.
Excellent written documentation and verbal communication skills.
High attention to detail, accuracy, and compliance standards.
Ability to maintain strict confidentiality and handle sensitive information responsibly.
Proficiency with Microsoft Office (Word, Excel, Outlook, Teams), HRIS, and reporting systems.

Qualifications

Bachelor’s degree in Human Resources, Business, or a related field.
7+ years of progressive HR experience required; multi-site or service-industry experience preferred.
HR certification (PHR, SHRM-CP) preferred but not required.
Experience with HRIS systems, compliance tracking, or audit preparation preferred.

Work Environment

Fast-paced environment supporting both office-based and field-based operations.
Frequent interaction with employees, managers, and HR team members across multiple client locations.

Work Schedule

Standard business hours with flexibility required to support urgent HR matters, audits, or employee relations needs.
Occasional support outside normal hours during high-volume periods (e.g., Open Enrollment, investigations, compliance audits).

Physical Requirements

Ability to sit for extended periods while performing administrative work.
Regularly required to stand, walk, or move within office or client-site environments.
Ability to lift up to 15–20 pounds for HR materials or event support.

Travel Requirements

Occasional regional travel (approximately 5–15%) to support audits, compliance reviews, investigations, or site visits.

Equal Employment Opportunity Statement

Chesley Brown International is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, sex, national origin, disability, veteran status, or any other characteristic protected by law.