Human Resources Generalist

Position Summary: The Human Resources Generalist supports day-to-day HR operations for the Aurora location and provides additional HR support for additional locations. This role is a first-line HR resource for employees and managers and supports core HR functions including recruiting support, benefits administration, leave administration for assigned locations, employee relations support, policy compliance monitoring, corrective action review support, HRIS reporting, performance cycle follow-up, and retention efforts. The HR Generalist partners closely with the Director of HR, HR Business Partner (DC), and HR Administrative Assistant to ensure consistent, timely, and compliant HR service across locations.

Essential Job Duties and Responsibilities: (Additional duties may be assigned)

Benefits Administration (Day-to-Day Support)

• Conduct benefits orientations for new hires and assist employees with benefit questions.
• Process benefit enrollments and changes, including qualifying events and terminations, and troubleshoot routine issues with vendors as needed.
• Support benefits invoice reconciliation and issue resolution in partnership with the Director of HR.
• Coordinate COBRA qualifying events and ensure timely notification is submitted to the COBRA administrator; track status and resolve routine employee questions in partnership with the Director of HR as needed.
• Administer and track leaves for assigned locations, including FMLA, PFL, NYS DBL, STD coordination, personal LOAs, and accommodations support.
• Ensure documentation, deadlines, and required communications are completed timely; coordinate return-to-work restrictions and updates with payroll and benefits as needed.
• Provide guidance to managers and employees on leave processes and expectations; escalate complex/high-risk situations to the Director of Human Resources.

Employee Relations Support

• Serve as first-line HR support for routine employee relations matters for assigned locations (triage, action plan, documentation, follow-through).
• Coach managers on routine performance/behavior concerns and documentation expectations; escalate higher-risk issues appropriately.

Policy Compliance & Corrective Action Support

• Monitor compliance trends across assigned locations (attendance/punctuality patterns, timekeeping concerns, and other key policy areas as needed) and share insights on a recurring cadence.
• Provide feedback and guidance on corrective action drafted by leaders to strengthen documentation and remain consistent.

HRIS, Metrics & Reporting

• Maintain HRIS data integrity and support audits, cleanup, and process improvements.
• Run standard and ad hoc reporting and establish a reporting cadence for core HR metrics.
• Identify trends and proactively flag opportunities and risks to HR leadership.
• Monitor Paycom usage and transaction trends to ensure the right person is entering data and reduce unnecessary manager/admin transactions through coaching, process improvements, and targeted guidance.
• Troubleshooting eligibility/transmission issues and partnering with Paycom support to resolve errors.

Other

• Support performance review cycle execution through manager support, completion tracking/follow-up, and record maintenance in HRIS.
• Conduct stay interviews and exit interviews and summarize themes to support retention strategies and improvements.
• Support HR training and development initiatives through coordination, tracking, and communications.

Supervisory Responsibilities:

• This position does not have any supervisory responsibilities.