HR Generalist

HR Generalist Role

Reporting to the VP of HR, this role supports day to day HR operations across all branches of the credit union. The HR Generalist manages a broad range of responsibilities, including benefits enrollment, onboarding, new hire orientation, and internal and external recruitment. The role also maintains accurate, up to date employment records and provides administrative support to ensure smooth, compliant, and efficient HR processes throughout the organization.

• Serves as a primary point of contact for employee questions, providing timely, accurate, and supportive guidance on HR policies, procedures, and workplace concerns. This includes fielding inquiries related to benefits, leaves, accommodations, employee relations, HR systems, and general workplace expectations. The HR Generalist exercises sound judgment in determining when to address questions directly and when to escalate more complex or sensitive matters to the appropriate HR leadership.
  
  By ensuring employees receive clear, consistent information, the HR Generalist fosters trust, supports compliance, and helps maintain a positive employee experience
• Responsible for managing the full-cycle internal & external recruiting and onboarding process to ensure a positive, efficient, and compliant new‑hire experience. This includes posting positions, screening applicants, coordinating interviews, extending offers, and facilitating all pre‑employment requirements. The HR Generalist also oversees new‑employee onboarding by preparing orientation materials, ensuring completion of required documentation, and supporting new hires through their transition into the organization.
  
  This role plays a key part in strengthening the HR function by attracting qualified talent and ensuring a welcoming, consistent onboarding experience for all employees.
• Responsible for maintaining accurate, complete, and up‑to‑date employee records in all HR systems. This includes entering new‑hire information, processing employee changes, and ensuring timely updates to personnel files, compliance documents, and HRIS/benefits platforms. The HR Generalist consistently audits records for accuracy, corrects discrepancies, ensures adherence to confidentiality and retention requirements, and supports managers by providing reliable, current employee information when appropriate.
  
  This function is essential to supporting compliance, operational efficiency, and a seamless employee experience
• Assists in the enrollment and administration of the credit union benefit programs, including health, dental, vision, life insurance, flexible spending accounts, disability insurance, workers  compensation, and other related benefits. Responsibilities include coordinating open enrollment activities, processing new‑hire and qualifying‑event enrollments, tracking required documentation, and maintaining accurate benefit records across all applicable system
• Assists the Director of Employee Experience in advancing organizational culture by assisting with the planning, coordination, and execution of culture‑focused initiatives and engagement programs. Responsibilities include participating in employee committees, helping gather and organize engagement metrics, facilitating communication of culture initiatives, and supporting surveys, recognition programs, and culture‑building activities. The HR Generalist collaborates closely with the Director to promote a positive, inclusive workplace environment that strengthens employee engagement and aligns with organizational values
• Must comply with all company policies and procedures, applicable laws such as FMLA, ADA, HIPAA, and other employment and credit union specific regulations.

Experience

Minimum of 2 years Human Resources experience

Education/Certifications/Licenses

Degree in Human Resources or related field or equivalent combination of education and experience. PHR or SHRM-CP certification preferred.

Interpersonal Skills

Ability to communicate effectively with people both verbally and in writing (listens and understands problems and assist staff) at all levels as needed. A significant level of trust, credibility and diplomacy is required. In-depth dialogue, conversations and explanations with employees and outside vendors can be of a sensitive and/or highly confidential nature. Communications may involve motivating, influencing, educating and/or advising others on matters of significance.

Typically includes subject matter experts as well as first level to middle managers.

Other Skills

Must be familiar with FMLA, ADA, HIPAA, FLSA, EEOC and other federal, state employment laws. Good problem-solving skills and ability to react quickly to arising problems. Advanced computer skills including Microsoft Office; word, excel, power point, etc. and comfort with using data base programs.