Human Resources Generalist

Summary

The HR Generalist is primarily responsible for supporting and strengthening Human Resources functions This role owns the full employee life cycle—recruitment and onboarding, benefits administration, employee relations, performance management, training and development, HR compliance, and HRIS/records management—while championing a positive, engaged, and inclusive workplace culture. The HR Generalist works closely with the Finance team, which owns payroll processing, partnering to ensure accurate employee records, timely data, and aligned reporting. The ideal candidate is people-focused, highly organized, discreet with confidential information, collaborative across functions, and proactive about strengthening HR programs, policies, and the overall employee experience.

ESSENTIAL DUTIES & RESPONSIBILITIES

Recruitment & Talent Acquisition

Partner with hiring managers to define position requirements, draft job descriptions, and develop recruitment strategies

Manage end-to-end recruitment: post openings on the company website, job boards, and social media; source candidates; screen resumes; and conduct phone screens

Coordinate and schedule interviews, prepare interview guides, and facilitate hiring-team debriefs

Represent the Company at job fairs, industry events, and local recruiting partnerships

Conduct reference checks and coordinate post-offer, pre-employment background checks and drug screens

Prepare and extend offer letters; manage candidate communications throughout the hiring process

Onboarding & Offboarding

Lead the new-hire onboarding experience, including pre-boarding communications, workstation/equipment coordination with IT, paperwork, and Day-One orientation

Coordinate “Training Week” and ensure new hires complete required training, policy acknowledgements, and I-9/E-Verify documentation

Manage 30/60/90-day check-ins with new hires and their managers to support successful integration

Conduct exit interviews, process offboarding paperwork, coordinate final-pay and benefits termination, and recover company property

Track and report on turnover trends and onboarding effectiveness

Benefits Administration

• Administer the full suite of employee benefits, including medical, dental, vision, life, disability, 401(k), HSA/FSA, and voluntary benefits
• Lead Annual Open Enrollment: communications, employee education sessions, system updates, and carrier reconciliations
• Process new-hire enrollments, qualifying-life-event changes, and terminations with carriers and the payroll system
• Serve as the primary point of contact for employee benefits questions and act as a liaison with brokers and carriers
• Administer leaves of absence (parental, medical, personal, military) including eligibility determination, paperwork, tracking, and return-to-work coordination
• Manage workers’ compensation reporting, claims, and OSHA recordkeeping
• Reconcile monthly benefits invoices and partner with Finance on accurate cost allocation

Employee Relations & Engagement

• Serve as a trusted, approachable resource for employees on workplace concerns, policy questions, conflicts, and personal matters affecting work
• Investigate employee complaints, harassment/discrimination concerns, and policy violations; document findings and recommend corrective action in partnership with leadership
• Coach managers on performance issues, difficult conversations, progressive discipline, and documentation
• Plan and execute employee engagement initiatives, recognition programs, company events, celebrations, and culture-building activities
• Administer and analyze employee engagement and pulse surveys; recommend and implement action plans

Performance Management & Training

• Administer the annual and mid-year performance review processes, including system setup, manager/employee training, calibration support, and tracking completion
• Support managers in setting goals, delivering feedback, and creating performance improvement plans (PIPs)
• Identify training needs in partnership with leadership; coordinate, schedule, and track required and developmental training
• Maintain compliance training programs (e.g., harassment prevention, safety, code of conduct) and ensure 100% completion across the workforce
• Support succession planning and career-development conversations

HR Compliance & Policy

• Ensure Company practices comply with applicable federal, state, and local employment laws
• Maintain, update, and communicate the Employee Handbook and HR policies; recommend updates based on legal changes and best practices
• Maintain accurate and audit-ready employee files (electronic and paper) with appropriate confidentiality safeguards
• Prepare and submit required regulatory filings and reports (e.g., EEO-1, OSHA 300/300A, state new-hire reporting)
• Manage I-9 compliance, including audits and re-verifications
• Respond to employment verifications, unemployment claims, and agency inquiries

Records & Reporting

• Serve as the HR-side administrator partnering with Finance on shared system governance; ensure data integrity, security, and timely updates on all HR-owned fields
• Maintain organizational charts, headcount reports, and HR dashboards
• Generate and analyze HR metrics (turnover, time-to-fill, retention, absenteeism, training completion, etc.) and provide regular reporting to leadership
• Partner with Finance to reconcile shared HR/payroll data and produce joint reporting as needed
• Support FDA inspections, ISO 13485 audits, and customer audits by providing training records, personnel qualification documentation, and other HR records as requested

Education

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred
• HS Diploma/GED required, with 5+ years of directly related HR experience considered in lieu of a degree
• —OR— any combination of academic education, professional training, or work experience that demonstrates the ability to perform the duties of the position

Knowledge, Skills & Abilities

• Working knowledge of federal and Massachusetts employment laws and regulations
• Working knowledge of payroll principles, wage-and-hour rules, and benefits administration sufficient to partner effectively with Finance
• Proficient with HRIS platforms (ADP preferred), Microsoft Office (Word, Excel, Outlook, PowerPoint), and applicant tracking systems
• Excellent written and verbal communication skills, including the ability to coach managers and counsel employees
• Strong analytical and problem-solving skills; comfort working with HR data and metrics
• Demonstrated ability to maintain confidentiality, exercise sound judgment, and act with the highest level of integrity
• Ability to manage multiple priorities and deadlines in a fast-paced environment
• Must be able to complete a post-offer, pre-employment criminal background check and drug screenrking knowledge of federal and Massachusetts employment laws and regulations

Pay: $72,000.00 - $80,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Health insurance
• Life insurance
• Paid time off
• Vision insurance

Work Location: In person