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The HR Generalist – Onboarding and Compliance is responsible for supporting the organization's employee onboarding, employment eligibility, credential administration, personnel documentation, and regulatory compliance processes. This position serves as a key operational partner within Human Resources, ensuring that new hires are properly cleared, documented, and prepared to begin work in accordance with organizational policies, applicable employment laws, healthcare requirements, and behavioral health regulatory standards.
The HR Generalist - Onboarding and Compliance manages a high-volume onboarding workload while maintaining accuracy, confidentiality, responsiveness, and exceptional customer service. The position works closely with Recruitment and Staffing, Processing, Training and Professional Development, HI, hiring leadership teams, and other organizational departments to ensure team members successfully progress from offer acceptance through onboarding completion. Additionally, this position works closely with all team members to ensure they remain in compliance with all agency and regulatory requirements throughout the life of their employment with the organization.
The ideal candidate is highly organized, detail-oriented, comfortable working with confidential employee information, and capable of balancing competing priorities within a large and fast-paced behavioral/healthcare environment.
Duties & Responsibilities:
Onboarding & New Hire Administration
- Manage the end-to-end administrative onboarding process for assigned new hires from offer acceptance through completion of all pre-employment requirements.
- Review new hire documentation for completeness, accuracy, and compliance with organizational requirements.
- Coordinate and monitor completion of employment applications, tax forms, direct deposit information, acknowledgments, policy documents, background checks, drug screens where applicable, employment verifications, and other required onboarding documentation.
- Ensure new hires complete all required onboarding activities within established timelines.
- Maintain accurate onboarding status information and proactively identify outstanding requirements that could delay an employee's start date.
- Communicate clearly with candidates and new employees regarding required documentation, deadlines, next steps, and onboarding expectations.
- Coordinate with hiring managers and department leaders regarding employee readiness and outstanding requirements.
- Escalate onboarding issues, exceptions, or compliance concerns to the Associate HR Director – Onboarding and Compliance as appropriate.
Compliance & Employment Eligibility
- Administer and monitor employment eligibility requirements.
- Maintain accurate records related to employment eligibility, background screening, and other pre-employment requirements.
- Monitor employee files for required documentation and follow up on missing, expired, or incomplete items.
- Support compliance with federal, state, and local employment requirements and organizational policies.
- Assist with tracking licenses, certifications, registrations, credentials, and other requirements applicable to employees in behavioral health and healthcare-related positions.
- Monitor expiration dates and coordinate timely renewal of required credentials and documentation.
- Maintain appropriate documentation to support internal and external audits.
- Maintain a working knowledge of HR compliance requirements relevant to the organization's workforce and promptly escalate potential compliance risks.
Personnel Records & HRIS
- Help to initiate and maintain accurate employee records in the HCM System.
- Audit employee records to identify discrepancies, missing information, duplicate records, or incomplete documentation.
- Ensure employee information is entered accurately and timely into applicable HR systems.
- Maintain electronic and/or paper personnel files in accordance with organizational retention requirements.
- Process review of compliance requirements needed for employee status changes, transfers, promotions, department changes, internal additional employment and other HR transactions as required/assigned.
- May generate onboarding and compliance reports to monitor completion rates, outstanding requirements, and potential risk areas.
- Maintain confidentiality and appropriate access controls for sensitive employee information.
- Background Checks & Pre-Employment Screening
- Coordinate background screening processes for prospective employees in accordance with organizational policy and applicable law.
- Review screening results for completeness and route potentially disqualifying or concerning findings through established review and escalation procedures.
- Coordinate additional documentation or follow-up when required.
- Maintain accurate records of screening completion and status.
- Ensure screening requirements are completed before employees begin work when required by organizational policy or applicable regulations.
Employee & Manager Support
- Serve as a primary point of contact for routine onboarding and compliance questions.
- Provide timely and professional customer service to candidates, new employees, managers, and internal HR partners.
- Educate candidates for hire and hiring leadership teams regarding onboarding requirements, deadlines, documentation, and employee readiness.
- Assist employees with understanding HR processes, policies, forms, and documentation requirements.
- Resolve routine employee inquiries and escalate complex or sensitive matters appropriately.
- Promote a positive and professional onboarding experience that reflects the organization's mission and commitment to employees and the individuals served.
Audits, Reporting & Process Improvement
- Conduct routine audits of onboarding and employee records to ensure compliance and data accuracy.
- May prepare recurring reports regarding onboarding volume, completion status, compliance requirements, outstanding documentation, and other assigned metrics.
- Assist with internal and external audits related to employee records and HR compliance.
- Identify recurring process issues and recommend improvements to increase efficiency, accuracy, and employee experience.
- Assist with development and maintenance of standard operating procedures, checklists, templates, and workflow documentation.
- Support implementation of process improvements, HR technology enhancements, and automation initiatives.
- Maintain accurate documentation of onboarding and compliance processes.
Behavioral Health / Healthcare Compliance Responsibilities
Because the organization operates in a behavioral health environment, the HR Generalist may be responsible for tracking and coordinating employee requirements that support the organization's ability to deliver compliant and safe patient/client services.
Responsibilities in this area may include:
- Tracking applicable professional licenses and certifications.
- Monitoring required clinical credentials and renewals.
- Maintaining documentation associated with employee qualifications and job-specific requirements.
- Supporting requirements associated with facility, payer, state, or other regulatory standards.
- Coordinating completion of required screenings, training, and attestations.
- Supporting audit readiness for personnel documentation.
- Collaborating with clinical and operational leaders when employee compliance requirements affect staffing readiness.
- Collaboration with all levels of staff and leadership to ensure onboarding and compliance excellence.
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Minimum Qualifications:
- High school diploma/GED and two (2) to four (4) years of human resource experience. Note: An equivalent combination of knowledge, education, job or intern experience, training, or certifications that provides the necessary knowledge and skills to successfully perform the job at the level listed may be substituted year-over-year.
- Working knowledge of employment documentation and HR administrative practices.
- Strong organizational and time-management skills with the ability to manage a high volume of transactions and deadlines.
- Exceptional attention to detail and data accuracy.
- Strong written and verbal communication skills.
- Ability to handle confidential and sensitive employee information with discretion.
- Demonstrated ability to work independently while collaborating effectively with multiple candidates for hire, hiring leadership teams, and all other organizational departments.
- Proficiency with Microsoft Office and experience working with an HCM system.
Preferred Qualifications:
- Progressive HR experience, preferably in onboarding, HR operations, employee records, compliance, healthcare, behavioral health, or a similarly regulated environment.
- Experience in behavioral health, healthcare, human services, or another highly regulated industry.
- Experience administering high-volume onboarding programs.
- Experience with employee credentialing, licensing, background checks, or healthcare compliance.
- Knowledge of Form I-9 and employment eligibility verification requirements.
- Experience supporting HR audits or regulatory reviews.
- HR certification.
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Requirements/Competencies:
- Must be able to lift 20 pounds.
- Requires long periods of sitting/standing.
- Must have valid Georgia driver’s license and Motor Vehicle Record in accordance with company policy.
- Candidates for selection must pass a criminal background check (including fingerprinting).
- May be required to submit to and pass a pre-employment drug screen and may be subject to random drug screens.
- May be required to submit to and pass TB testing and Physical as required/needed.
- Compliance Mindset: Consistently identifies and addresses documentation and regulatory requirements before they become risks.
- Attention to Detail: Maintains a high degree of accuracy when managing employee records, deadlines, and compliance documentation.
- Organization & Prioritization: Effectively manages multiple onboarding cases, deadlines, and competing priorities.
- Customer Service: Provides responsive, respectful, and solutions-oriented support to candidates, employees, managers, and HR partners.
- Communication: Clearly communicates requirements, deadlines, expectations, and issues to diverse stakeholders.
- Confidentiality & Integrity: Demonstrates sound judgment when handling sensitive employee and organizational information.
- Problem Solving: Investigates discrepancies, identifies root causes, and develops practical solutions.
- Teamwork: Builds productive relationships across HR, clinical, operational, and administrative departments.
- Adaptability: Responds effectively to changing priorities, staffing needs, regulatory requirements, and organizational growth.
- Continuous Improvement: Looks for opportunities to streamline processes, reduce errors, improve turnaround times, and enhance the employee experience.
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Benefits (for qualified employees):
- State Health Benefits Package (medical, dental, vision, life insurance, disability, long-term care, legal services, flexible spending accounts)
- Company contributes 7.5% of salary to 401(a) Retirement Plan
- Generous PTO – plus 9 holidays per year – and a paid Cultural/Spiritual/Service Day!
- No employee deduction for Social Security – means more money in your paycheck!
- Additional benefits such as legal services, Employee Assistance Program and discounted tickets to attractions, shopping, technology, and travel
- Qualified employer for Public Service Loan Forgiveness (PSLF).
- Clinical supervision, training, and continuing education opportunities available.
- Flexible hours available, including telehealth from home!
View Point Health is an Equal Opportunity Employer: View Point Health recruits qualified candidates for positions in View Point Health programs throughout its service area. It is the policy of View Point Health to provide equal employment opportunities to all employees and applicants for employment and prohibits discrimination or harassment of any type without regard to race, color, sex, religion, national origin, age, disability, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
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