Human Resources Generalist

Schedule

Monday through Friday, with flexible start times between 6–9 am and end times between 3–6 pm. Corporate office hours are Monday through Friday, 7 am to 4 pm. Flexibility to work additional hours may be required to meet company or project needs. Occasional weekend work may be required based on company needs.

This position requires physical presence at our corporate office during office hours. After 90 days of employment, there is an opportunity to work one day per week remotely, subject to manager approval and business needs.

Travel

• May require travel to local projects and properties or out-of-state travel depending on company needs.

Pay

$82,000 to $100,000 per year; offers are made based upon a candidate’s experience and the geographical location of this position.

Benefits

• Competitive medical, dental, and vision benefits; employer pays 85% of employee’s premium.
• 401(k) contribution opportunity with an annual company match.
• Paid sick leave accrual equivalent to 1.33 hours for every 30 hours worked (~11 days per year).
• Paid vacation starting at three weeks and increasing with tenure.
• 13 paid holidays, including 2 personal holidays of your choice.
• Comprehensive training programs and development opportunities.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field, or equivalent experience.
• At least 3 years of relevant HR experience, ideally in a company of 100+ employees.
• Working knowledge of employment laws and regulations for multi-state employers preferred, including Washington and California.
• Experience supporting recruitment, onboarding, benefits administration, and employee relations in a similar setting.
• Experience with HRIS systems required.
• Experience supporting a workforce of 100+ employees preferred.
• SHRM-CP, PHR, or similar HR certification preferred.
• Fluent in English, with strong reading, speaking, and writing skills.
• Proficient in Microsoft Office applications (Excel, Word, Outlook) and HRIS/applicant tracking systems.

Responsibilities

• Ensure compliance with applicable federal, state, and local employment laws, including ADA, EEOC, FLSA, OSHA, and FMLA.
• Manage multiple requisitions and support the full-cycle recruiting process: sourcing, screening, interviewing, and hiring manager coordination.
• Plan hiring events, develop talent pipelines, and evaluate opportunities to improve recruiting processes and applicant flow.
• Oversee background checks, drug screens, assessments, offer letters, and pre-employment documentation.
• Coordinate and facilitate new hire onboarding, orientation, and training.
• Support benefits and compensation administration, including open enrollment, salary surveys, market research, and job description updates.
• Support benefits compliance and reporting, including ACA (Forms 1094-C/1095-C), COBRA administration and notices, Section 125 requirements, 401(k) census and audit support, and required plan notices.
• Serve as liaison to the benefits broker and carriers; reconcile monthly benefits invoices against enrollment and payroll deductions; resolve enrollment and claims escalations on behalf of employees.
• Manage employee relations, including workplace concerns, investigations, accommodations, attendance, and policy matters.
• Review and provide guidance on corrective actions, PIPs, performance evaluations, and terminations.
• Manage or support unemployment, leaves of absence, and workers’ compensation claims.
• Manage 401(k) plan operations, including enrollments, contribution changes, compliance testing, and vendor relationship management.
• Administer FMLA and state paid leave programs across WA, CA, OR, AZ, NY, and UT from initial designation through return to work, including tracking leave dates, notices, and documentation, and coordinating with managers, employees, and payroll throughout the leave lifecycle.
• Mentor junior HR team members and support employee engagement, organizational development, and other HR initiatives.
• Review and approve benefits changes in Workday and maintain accurate, up-to-date employee records.
• Manage ADA accommodation requests, including the interactive process, documentation, and coordination with managers.
• Provide on-site payroll support and support HR reporting, audits, and compliance with federal and multi-state employment laws.
• Coordinate the annual performance review cycle, including timelines, templates, and communications, and serve as a resource for managers on compensation and HR policy questions.
• Identify inefficiencies in HR processes and recommend and implement improvements.