HR Generalist

The Human Resource (HR) Generalist is responsible for performing HR-related duties on a professional level, aiding the HR department in supporting the company’s multiple locations. The HR Generalist will have both administrative and strategic responsibilities, helping to plan and administer important functions, such as onboarding, training and development, administration of benefits, processing multi-state payroll, compliance, and maintaining the HRIS.  The position will serve as a resource for employees, promptly answering questions regarding payroll, benefits, and time off and leave.

This is a security-sensitive position and requires utmost confidentiality with all employer and employee information.

Location:

• This position will require on-site attendance two days per week at preferred office location: Southlake, TX. Flexibility provided in selection of in-office days.

 Employment Classification:

• Exempt: Regular, Full-Time

Supervisory Responsibilities:

• None

Duties / Responsibilities: 

• Serve as the point of contact for applicant screening process, including background checks and employee eligibility verifications, for applicants and outside agencies conducting the screenings to track and communicate results in a timely manner and address concerns accordingly. This may include managing applicant pre-adverse and adverse action letters.
• Implement and manage onboarding processes, new hire orientation, and employee recognition programs.
• Complete Form I-9, verify I-9 documentation, maintain I-9 files, and validate E-Verify during onboarding process and reverification.
• Ensure new employees are equipped with necessary resources/tools on start day.
• Request email account and business cards for new employees as well as any changes for current employees.
• Serve as the primary point of contact for employees regarding payroll and benefit questions.
• Assist with benefits administration, open enrollment and benefits education.
• Ensure the accuracy of benefit enrollments in the HRIS.
• Review and reconcile all monthly insurance invoices.
• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Support the processing of statutory compliance reporting (EEO-1, ACA) and timely year-end reporting (W-2, W-2c, 1095’s, etc.).
• Serve as liaison with auditors and manage payroll tax audits, and all other workers’ compensation audits.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Manage, review, and validate employee time off and leave requests, timesheet entries, and supervisor approvals.
• Ensure garnishments are set up in accordance with the order and submission and completion of documentation.
• Responsible for preparing and processing bi-weekly, offboarding, and ad hoc payrolls across multiple states and entities in compliance with federal, state, and local regulations governing payroll.
• Prepare payroll reports.
• Enter, maintain, update, and process information in the HRIS system to ensure accuracy and compliance; information may include compensation rates, time worked, deductions and withholding, address changes, direct deposit changes, and other information.
• Support HRIS implementation processes with other systems.
• Work with HRIS vendor to apply for state tax withholdings and cancellations.
• Handle employment-related inquiries from applicants, employees, and supervisors, referring to complex and/or sensitive matters to the appropriate staff.
• Complete employment verification requests.
• Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.
• Perform routine tasks and support required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; training and development; employee engagement initiatives and tracking; recruiting and interviewing; and company event and activities.
• Perform other duties as assigned.