Human Resources Generalist

About the Role

RCMS is seeking a proactive Human Resources Generalist to support leadership, employees, and the overall success of our organization. This fully onsite, one-person HR department role serves as a key resource for employees while fostering a positive and inclusive workplace culture. The HR Generalist will manage a variety of responsibilities, from recruitment and benefits communication to biweekly payroll processing and employee relations. This position requires strong interpersonal skills, sound judgment, and the ability to manage multiple priorities under the general supervision of the Chief Executive Officer.

Responsibilities

• General HR Leadership: Provide strategic guidance to employees and managers on HR issues, interpret policies, and lead HR program implementation. Suggest process improvements aligned with organizational goals.
• Disability, Leaves, and Worker’s Comp: Serve as the first point of contact for managers on disability/leave and workers’ compensation matters, including eligibility, accommodations, and interim staffing plans.
• Employee Labor Relations: Consult with managers on corrective action, investigations, workplace accommodations, wage/hour compliance, layoffs, and terminations. Train managers on RCMS guidelines.
• Privileging/Credentialing: Collaborate with the Compliance Director to gather, assemble, and present credentialing documents for provider enrollment and re-credentialing. Maintain audit-ready files and monitor license renewals.
• Employee Engagement: Develop and implement employee surveys and initiatives to assess and improve the work environment. Analyze data and recommend action plans to leadership.
• HRIS/People Analytics: Manage the HRIS system, record retention, and labor-related reports (turnover, accrual usage, etc.) for leadership and the Board of Directors. Train managers on interpreting reports.
• Performance Management: Consult with managers on setting expectations, conducting reviews, and fostering strong performance. Train managers on best practices.
• Talent Acquisition: Lead recruitment efforts, including job postings, candidate selection, onboarding, and exit processes. Analyze candidate data and collaborate on recruitment strategies.
• Talent Development: Consult with managers and employees on professional development, coaching, and mentoring. Participate in recruiting events and contribute to local career initiatives.
• Daily Transactions and Administrative Processing: Monitor timecard accuracy, HRIS updates, and payroll coordination. Ensure compliance with policies and laws. Address employee inquiries, conflicts, and disciplinary actions.
• Workplace Culture: Facilitate initiatives to foster inclusivity, address employee concerns, and communicate policy updates. Support managers in maintaining morale and retention.

Requirements

• Demonstrated experience in recruiting, interviewing, and structured onboarding programs.
• Ability to mediate disputes, handle grievances, and build a positive workplace culture.
• Strong communication skills for articulating policies, drafting announcements, and conducting sensitive conversations (e.g., terminations).
• Ability to interpret employee/management concerns and HR metrics (e.g., turnover rates) to guide decision-making.
• Skills to guide managers on team dynamics, promotions, and organizational changes.
• Professionalism and trustworthiness in handling sensitive data.
• Ability to evaluate complex workplace situations and formulate fair solutions.
• Strong interpersonal skills to navigate diverse cultures and backgrounds with emotional intelligence.
• Ability to prioritize urgent compliance/safety issues and pivot quickly during organizational changes.

Qualifications

• SHRM-CP or PHR certification preferred; willingness to attain SHRM-CP within 18 months of employment.
• Associate’s degree in Human Resources, Management, or Bachelor’s in Business preferred.
• 6 years of demonstrated HR experience may substitute for education.