Future Opening: Human Resources Generalist
1 day ago
Waco
The Human Resources Generalist independently manages a broad range of day-to-day human resources processes across the employee lifecycle, including recruitment, hiring, onboarding, benefits, leave, employee records, HR systems, training administration, performance-process support, employee changes, compliance, and separations. The position is a hands-on HR professional role, not an administrative assistant position. Reporting to the Human Resources Manager, the Generalist serves as an accessible resource for employees and supervisors, resolves routine HR questions and transactions, maintains accurate records and follow-through, and escalates matters that require manager-level judgment. Effective performance allows routine HR work to move accurately and promptly while preserving the Manager's capacity for employee relations, investigations, supervision, improvement work, and more complex HR matters. The Human Resources Generalist supports EOAC's work by helping ensure employees are hired, onboarded, supported, documented, and separated consistently and that supervisors receive timely administrative and procedural support. Putting people first by providing respectful, timely, and helpful HR support to applicants, employees, and supervisors. Acting with integrity by protecting confidentiality, maintaining accurate records, following approved processes, and raise concerns when something does not appear correct. Working together by coordinating closely with the Human Resources Manager, supervisors, Finance, and employees, so HR transactions and information move smoothly. Focusing on results by completing routine HR work accurately and on time, reducing missed follow-up, and helping employees and supervisors understand what is required next. The Human Resources Generalist independently manages assigned routine HR processes and resolves routine questions within approved policy, established procedures, and delegated authority. The Human Resources Manager is responsible for HR leadership, policy interpretation, complex employee relations, investigations, compensation analysis and recommendations, significant personnel guidance, and matters requiring higher-level judgment. The Generalist supports those responsibilities through documentation, research, coordination, and follow-through and escalates issues appropriately. Supervisors remain responsible for managing employees, assigning work, addressing daily performance, and making supervisory decisions within EOAC policy. Finance owns payroll processing. The Generalist prepares and communicates accurate personnel, benefit, leave, deduction, and other employee-change information needed by Finance for payroll. Recruitment and hiring includes managing assigned recruitment workflows from approved vacancy through onboarding, maintaining current job postings and applicant information in EOAC's recruitment systems, conducting or coordinating initial applicant screening as assigned, coordinating interview schedules, materials, and documentation with hiring managers, preparing approved offer materials and coordinating required pre-employment steps, coordinating background checks, references, screenings, physicals, credentials, and other position-specific pre-employment requirements, and tracking open positions and recruitment activity and providing accurate status information to the Human Resources Manager and hiring managers. Onboarding and employee changes involve coordinating new-hire paperwork, orientation scheduling, HRIS setup, benefits information, required acknowledgments, and other onboarding activities, ensuring required employment documents are complete, accurate, and filed appropriately, processing approved employee changes including transfers, promotions, compensation changes, status changes, reporting changes, and separations, communicating approved employee changes to Finance and other internal functions that require the information, maintaining onboarding and employee-change checklists and follow through until required steps are complete, and assisting employees and supervisors with routine questions about onboarding, employment records, and HR processes. Benefits, leave, and employee support includes administering routine employee benefit enrollment, changes, qualifying events, and termination of coverage in coordination with carriers and vendors, providing employees with accurate routine information about benefit enrollment, plan resources, and required forms without giving advice outside EOAC's role, receiving and processing leave requests and maintaining required leave documentation and tracking under the Human Resources Manager's direction, coordinating routine workers' compensation, return-to-work, unemployment, and related HR documentation and escalating complex matters, maintaining accurate benefit and leave records and communicating payroll-related changes to Finance, and responding to routine employee questions promptly and identifying matters requiring Human Resources Manager review. Employee records, HRIS, and compliance involve maintaining accurate and confidential personnel, medical, credential, background, training, and related HR records, entering and updating employee information in HRIS and other HR systems accurately and promptly, tracking expiring credentials, required screenings, acknowledgments, training, and other employment-related requirements assigned to HR, following up with employees and supervisors regarding missing or expiring HR documentation, maintaining required employment posters, forms, templates, and routine compliance records, supporting audits, monitoring reviews, records requests, and compliance activities by organizing and retrieving assigned HR documentation, and identifying records, compliance, or data inconsistencies and bringing them to the Human Resources Manager for resolution. Performance management and employee relations support include coordinating the administrative workflow for performance evaluations, introductory-period reviews, performance plans, and other established performance processes, tracking due dates, distributing approved forms or reminders, receiving completed documentation, and maintaining records, receiving routine employee questions or concerns and providing information within established policy and authority, recognizing when an employee concern involves potential misconduct, discrimination, harassment, retaliation, safety, legal risk, or significant workplace conflict and promptly elevating it to the Human Resources Manager, supporting employee-relations reviews and investigations through scheduling, document collection, records organization, note preparation, and other assigned follow-through, and not independently conducting significant investigations, determining disciplinary action, or providing final interpretations of complex policy matters unless specifically delegated. Training, recognition, and employee experience involve coordinating logistics, registration, records, reminders, and materials for required training, supervisory training, onboarding, and other HR learning activities, maintaining employee training records and the HR training calendar, supporting employee recognition, survey, engagement, and workplace-improvement activities, assisting with collecting employee feedback and organizing information for analysis by the Human Resources Manager, and helping employees locate HR resources and understand routine processes, policies, forms, and contacts. Separation and offboarding include coordinating approved employee separations, including notices, system changes, benefit actions, records, property-return coordination, and required internal communication, preparing separation documentation and ensuring records are complete and filed appropriately, coordinating exit surveys or interviews as assigned and routing significant information to the Human Resources Manager, communicating approved separation information to Finance and other internal functions that require it, and ensuring offboarding steps are completed and unresolved items are followed through. HR operations and department support involve maintaining current HR forms, templates, checklists, standard communications, and administrative workflows, preparing accurate personnel and benefit information for Finance payroll processing and assisting with resolving routine discrepancies, supporting benefits renewals, vendor coordination, compensation data collection, and other HR projects through research, records, and follow-through, tracking assigned HR deadlines, recurring requirements, and open items and ensuring they are completed or escalated, identifying routine workflow improvements that reduce duplication, errors, or delays and recommending them to the Human Resources Manager, and providing reliable support for special HR projects and organizational initiatives as assigned. Effective performance should result in: recruitment processes that move efficiently and keep applicants and hiring managers informed, new employees who begin work with required documentation, HR setup, and onboarding steps complete, accurate HRIS and personnel records, required credentials, checks, training, and employment documentation tracked and followed through, benefit and leave transactions processed accurately and employees receiving timely routine assistance, approved personnel changes communicated accurately and promptly to Finance, performance-management administrative processes completed on schedule, routine employee questions answered professionally and significant concerns escalated appropriately, employee separations completed accurately and consistently, fewer missed deadlines, incomplete files, avoidable errors, and unresolved follow-up items, and reliable day-to-day HR support that allows the Human Resources Manager to focus on supervision, employee relations, investigations, process improvement, and higher-level HR work. Core competencies include generalist HR knowledge, organization and follow-through, employee service, confidentiality and judgment, accuracy and compliance, communication and collaboration, and systems and data. Working knowledge of common employment practices, confidentiality requirements, employee records, and HR administration, strong organization, follow-through, written communication, interpersonal, and customer-service skills, ability to independently manage routine HR work while recognizing when an issue requires escalation, proficiency with Microsoft Office, HR information systems, electronic records, and data entry, and ability to handle sensitive and confidential information with discretion. Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, or a related field, or an equivalent combination of education and relevant HR experience, broad human resources experience or demonstrated experience across multiple HR functions, ability to travel between EOAC locations and throughout the agency's service area as needed, and must successfully complete EOAC's required background and pre-employment requirements. Prior experience as an HR Generalist or in a broad HR role, experience in a nonprofit, Head Start, early childhood, human services, government-funded, or similarly regulated organization, experience supporting a multi-site workforce, and professional HR certification or active progress toward certification. Ability to sit and work at a computer for extended periods of time, ability to frequently use a keyboard, telephone, and other office equipment, ability to stand, walk, bend, reach, and move throughout the office and program locations as needed, ability to occasionally lift, carry, and move office materials, files, supplies, or equipment weighing up to 20 pounds, and ability to travel between EOAC locations, community events, partner meetings, and other locations as required.
Cleaning
Driver & Delivery
Kitchen Porter
Chef & Cook
Waiters
Construction & Trades
Security
Quick Service
Salon & Beauty
Office & Admin
Retail
Sales & Marketing
Warehouse
Customer Service
Host & Hostess
Barista
Entertainment
Accounting & Finance
Animal Care
Art, Media, Design
Bar Staff
Child Care
Education
Engineering
Events & Promotion
Legal
Management
Manufacturing
Sports & Wellness
Writing & Editing