HR Generalist

You’d run the HR inbox, onboarding and benefits support for close to 300 employees. The company is an insurance business that keeps buying small agencies, several at a time. Each one brings new employees with benefits questions, I-9s to complete and records to set up, which is why an HR team of two is hiring a third.

The VP of HR, who joined this spring, is moving onboarding into Paylocity, and the HR Manager runs benefits through Benefit First and carries the FMLA cases. Together they’re standardizing HR across more than 20 entities in about 15 states, and this seat is where that work lands day to day: employee questions you answer the same day, onboarding for new hires and acquired agencies, and the handoffs to the VP or the HR Manager when something needs a decision. There’s a path to a higher-level HR seat as the team grows. Outcomes You’ll Be Responsible For Own first-line HR support: The inbox, benefits questions, leave paperwork and background checks are yours. Respond the same day and route decisions to HR leadership.

Deliver onboarding for new hires and acquired agencies: 5 to 50 people a month, including I-9s and E-Verify, with accurate records in Paylocity across entities and states.

Improve how HR work gets done: As onboarding moves into Paylocity and payroll moves to one biweekly schedule, spot the gaps and put checks in place so the same mistake doesn’t repeat.

Skills Needed to Apply At least a year as a daily user of Paylocity, ADP Workforce Now, UKG, Paychex Flex or a comparable platform, across the onboarding, timekeeping and payroll modules.

Experience as the person employees email or call with HR and benefits questions.

HR generalist or coordinator experience covering onboarding, employee records, benefits and leave paperwork. Two strong years qualifies. So does ten, if an individual contributor seat is what you want long term.

Working knowledge of I-9s, FMLA basics and hourly pay rules.

Nice to have : Benefit First or a comparable benefits platform. ACA reporting, including variable-hour employees and measurement periods. A process you fixed yourself. Employees supported across multiple states or entities. PHR or SHRM-CP. Qualities Service-minded: HR is customer service here. You build relationships across a close-knit team so people feel comfortable reaching out, and you feel comfortable picking up the phone.

Discreet: Many employees here have worked together for years. You handle sensitive information with care and keep confidential matters inside HR.

Detail-oriented: Pay rates, I-9s and records come out right. Everything can be fixed, and when something slips, you put a check in place so it doesn’t slip again.

Self-starting: Learn a task once and run with it, without someone checking every step. Keep priorities and deadlines straight when an acquisition lands on top of the daily work, and bring your “how could we do this easier?” ideas to the VP, who wants to hear them.

Pitches in: Cover the front desk for an hour, restock the snacks, build a spreadsheet. Nobody here says “that’s not my job.”

Patient with technology: Employees come to you with different comfort levels on a computer. You fix the login and access issues, walk people through setting up their benefits accounts, and explain it the same way the third time as the first.