Overview:
The HR Generalist plays a key role in supporting the full employee lifecycle at the Barber National Institute by managing core HR functions, ensuring compliance, and partnering with leaders to foster a positive and productive workplace culture. This role expands upon the responsibilities of the HR Coordinator by owning more complex HR processes, advising managers, leading initiatives, and contributing to strategic planning within the HR department.

The HR Generalist provides expertise across onboarding, employee relations, compliance, HRIS administration, talent processes, and continuous improvement efforts. This position is ideal for an HR professional who brings strong operational capability, sound judgment, and a passion for supporting employees and leadership teams.

What You’ll Have:

• Bachelor’s degree in Human Resources, Business Administration, or related field; equivalent experience may be considered.
• Minimum four years of professional HR experience; nonprofit or healthcare experience preferred.
• Prior experience with HRIS systems, employee relations, and compliance-focused work.
• Working knowledge of federal, state, and local employment laws.
• SHRM-CP, SHRM-SCP, or PHR certification preferred but not required.

What You’ll Bring:

• Strong knowledge of HR best practices, employment law, and compliance requirements.
• Ability to interpret and apply HR policies objectively and consistently.
• Excellent problem‑solving skills and the ability to exercise sound judgment in sensitive or complex situations.
• Strong communication skills and the ability to collaborate effectively across departments.
• Proven ability to manage multiple priorities in a fast‑paced and evolving environment.
• A mindset focused on continuous improvement and enhancing the employee experience.

A Typical Day-to-Day May Include

• Serving as a primary contact for employee relations inquiries, escalating complex cases as appropriate.
• Managing and optimizing HRIS data integrity, workflows, and reporting to inform HR decision-making.
• Leading onboarding and offboarding processes, ensuring a smooth and supportive experience for employees and managers.
• Coordinating and conducting training sessions on HR policies, processes, or new initiatives.
• Supporting recruitment efforts, including job posting, screening, interviewing, and collaborating with the Talent Acquisition team.
• Conducting audits related to payroll, benefits, HR records, and compliance requirements; ensuring corrective action is implemented.
• Partnering with HR leadership on special projects, organizational initiatives, and the development of new processes and policies.
• Preparing reports, analyzing trends, and presenting insights to HR leadership.
• Supporting performance management processes, including coaching managers on best practices.
• Maintaining confidential employee documentation and ensuring adherence to all regulatory and organizational standards.