HR Generalist

The Role, In Brief

The HR Generalist serves as the internal owner of the employee experience at Vladimir Jones — responsible not only for HR operations and BambooHR administration, but for the proactive work that keeps our people engaged and with us: onboarding experience, stay interviews, engagement follow-through, and culture programming. This role partners closely with Vida HR, our fractional senior HR partner, for day-to-day mentorship, judgment calls, and escalation on complex or sensitive matters. Vida HR continues to own legal/compliance interpretation, employee relations investigations, and manager coaching at the senior level; the HR Generalist owns the full operational and experiential layer of HR, with retention as an explicit, named responsibility rather than an incidental outcome.

Responsibilities

• Own retention as a named priority: design and run stay interviews, track early-tenure and long-tenure engagement signals, and translate findings into action.
  • In partnership with leadership and Vida HR, handle engagement survey administration, results communication, and action-planning follow-through.
  • Own the onboarding experience end-to-end from offer acceptance forward — not just logistics, but first-90-day engagement, check-ins, and early feedback loops.
  • Maintain the contract and relationship with Access Perks - our employee perks site - including annual analysis of its offering, employee engagement and alignment to agency experience.
• Serve as primary administrator and point of accountability for BambooHR, including employee records, org charts, compensation history, and job changes.
  • Manage HR workflows in BambooHR: onboarding/offboarding, acknowledgements, performance cycles, and time-off workflows.
  • Run standard HR reports and dashboards (headcount, turnover, retention, onboarding completion, PTO, compliance acknowledgements) for leadership and Vida HR.
  • Own BambooHR data integrity through regular audits and consistency checks.
  • Serve as the internal point of information for HR process and BambooHR questions, routing judgment-based or sensitive matters to Vida HR.
• Coordinate recruiting and onboarding coordination:
  • Serve as the single point of contact for candidates from offer acceptance forward, coordinating systems access, orientation scheduling, and first-week readiness.
  • Partner with Vida HR on recruiting logistics and interview coordination for open roles sourced through Vida HR.
  • Oversight of Agency LinkedIn subscription for proactive recruiting efforts, outside of Vida HR process.
  • Ensure I-9 completion and E-Verify submission within required timelines; escalate exceptions to Vida HR.
  • Administer pre-employment background checks (VerifiedFirst), including initiation and results tracking; escalate any adverse findings or interpretation questions to Vida HR.
  • Care for offboarding logistics, including equipment return, access removal, and exit interview scheduling.
• Coordinate benefits administration:
  • Coordinate routine benefits administration, enrollments, and life-event changes with our broker and Bennie platform.
  • Maintain benefits documentation, deadlines, and enrollment materials; lead open enrollment logistics and completion tracking.
  • Route interpretation, coverage, or eligibility questions to the broker and/or Vida HR.
  • Communicate benefits and 401(k) changes to Finance for payroll processing; partner with Finance on 401(k) administration, including rollovers, distributions, and offboarding coordination.
• Coordinate leave administration:
  • Coordinate leave-related paperwork and documentation (FMLA and other leave types), including tracking timelines and required communications.
  • Maintain accurate leave records in BambooHR and ensure documentation is complete and on time.
  • Partner with Vida HR for eligibility interpretation, compliance guidance, accommodations, and complex leave scenarios.
• Support performance & development:
  • Coordinate performance management logistics — goal-setting cycles, review scheduling, documentation, and completion tracking — while Vida HR provides manager coaching and performance-related guidance, particularly for first-time and developing managers.
  • Coordinate manager and employee training logistics - while Vida HR provides compliance training tracking (e.g., harassment prevention, safety).
  • Facilitate scheduling and logistics for leadership development and career-growth initiatives.
• Own culture, engagement & employee programming:
  • Own planning rhythm and execution for agency cultural initiatives, including One Agency Day, VJ Gathers, and VJ Masterclass.
  • Support the Front Desk/Office Manager in scheduling, communications, vendor management, and on-site execution for employee events.
  • Support internal communications that reinforce culture, recognition, and belonging.
• Support compliance & documentation:
  • Maintain accurate HR documentation and ensure audit readiness in BambooHR and internal files.
  • Track compliance training completion and required documentation.
  • Maintain and post required labor law notices, and support distribution of handbook updates and policy communications to employees.
• Coordinate agency reputation management:
  • Coordinate with the agency's Reputation Management Representative regarding Glassdoor presence and ratings.
  • Track and report Glassdoor score trends and updates to the President and Vida HR.
  • Support timely follow-through on reputation-related action items as directed by leadership or Vida HR.
• Support payroll partnership (Finance-owned):
  • Submit employee status, benefits, and time-off changes to Finance.
  • Aid employees with payroll process questions.
  • Escalate payroll discrepancies to Finance.
• Escalate & decision rights:
  • Escalate to Vida HR: employee relations concerns, policy interpretation, leave eligibility, accommodations, disciplinary actions, investigations, compliance matters, and background check interpretation or adverse action situations.
  • Escalate to Finance: payroll discrepancies, deductions issues, and wage-related questions.
  • Escalate to the President: high-risk employee relations matters, compensation exceptions, and termination decisions.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field; equivalent experience considered.
• Minimum 3–4 years in an HR Generalist or similar role, ideally with exposure to employee engagement or retention initiatives.
• SHRM-CP/PHR certification preferred.
• Strong knowledge of employment laws and HR best practices, with the judgment to know when to escalate rather than resolve independently.
• Proficient with HRIS systems (BambooHR preferred) and Google Workspace.
• Demonstrated interest or experience in employee engagement, retention strategy, or culture programming.
• Excellent communication, interpersonal, and conflict-resolution skills.
• Strong organizational skills with the ability to manage multiple priorities independently.
• High level of professionalism, integrity, and confidentiality.
• Reliable transportation; ability to travel between Denver and Colorado Springs offices as needed.
• Comfort working within a dotted-line reporting structure alongside an external HR partner.