HR Generalist 1

The Human Resources Generalist I (HR Generalist I) administers and supports core Human Resources (HR) functions with a primary focus on employee benefits and leave of absence (LOA) programs. This role ensures accurate processing, compliance with applicable laws and regulations, and effective communication with employees and managers. The HR Generalist I serves as a key point of contact for benefits and leave-related inquiries, performs audits and maintains HR records, supports HR operations and reporting, and provides cross-functional support to the HR team, including serving as backup for the HR Coordinator.

ESSENTIAL FUNCTIONS:

Administer employee benefits, including enrollments, changes, and responding to employee inquiries related to health and retirement plans in a timely and service-oriented manner.

Maintain accurate benefits records; conduct regular audits and reconcile data with payroll, carriers, and vendors to ensure accuracy and resolve discrepancies.

Support annual open enrollment activities, including employee communications, materials preparation, system updates, and troubleshooting employee issues.

Act as a point of contact between employees, benefit carriers, and brokers to resolve routine issues; escalate complex or sensitive matters to HR leadership or external partners as appropriate.

Administer and support employee leave programs, including FMLA, OFLA, Paid Leave Oregon, and Oregon Sick Leave, ensuring compliance with applicable laws and organizational policies.

Track and manage LOA in HRIS and related systems; ensure timely communication, accurate documentation (e.g., medical certifications), and coordination with employees, managers, and payroll.

Assist in the interactive process for employee accommodation requests in accordance with the Americans with Disabilities Act (ADA) and applicable regulations; escalate complex cases to HR leadership or legal counsel.

Apply and support compliance with employment, benefits, and leave-related laws and regulations (e.g., FMLA, OFLA, PLO, ADA, ERISA, ACA, COBRA, HIPAA); escalate complex or high-risk issues as appropriate.

Ensure data integrity, confidentiality, and compliance with recordkeeping requirements across all HR systems, including HRIS, leave management, benefits, and retirement systems.

Conduct scheduled audits of employee records and HR data; compile routine HR reports (e.g., turnover, headcount, and workforce metrics) and assist in identifying trends.

Administer record retention and destruction processes in accordance with legal requirements and organizational policies.

Serve as a resource to employees and managers by providing guidance on HR policies, procedures, benefits, and leave in a clear, consistent, and service-oriented manner.

Provide support to HR leadership in documenting concerns, gathering information, and assisting with workplace investigations; escalate issues as appropriate.

Assist in coordinating employee engagement activities, training, surveys, and organizational programs that support culture and retention.

Develop and maintain standard operating procedures (SOPs) for assigned HR functions; identify and support implementation of process improvements.

Provide backup support for the HR Coordinator and assist with other HR functions as assigned to support departmental and organizational needs.

Handle sensitive employee information with discretion and maintain a high standard of confidentiality, professionalism and ethical conduct.

Work effectively with supervisors, managers, payroll, and other departments to support organizational goals and workforce needs.

Travel periodically to attend training, meetings, and events utilizing a company or personal vehicle.

NON-ESSENTIAL FUNCTIONS:

Participate in the Employee Engagement Committee and assist with planning, preparing, coordinating, and setting up employee events.

PROFESSIONAL QUALITIES :

Ability to maintain an appropriate level of confidentiality and professionalism.

Knowledge of applicable federal, state, and local regulations that impact HR operations.

Organized and effectively manages time; ability to re-evaluate processes and identify and improve efficient workflows.

Ability to communicate effectively in both a group setting and one-on-one.

Excellent written communication skills using proper grammar.

Ability to repeat processes consistently when necessary.

Ability to be self-aware and respond with prudence.

Ability to assess risks and respond with appropriate action.

QUALIFICATIONS:

Bachelor’s degree in Human Resources, Business Administration, or related field; equivalent related experience may be applied in lieu of education requirements.

At least one year of Human Resources experience preferred.

SHRM-CP certification is preferred or SHRM-certified within one (1) year of hire or transfer.

Current Oregon Driver’s License and clean driving record.

Excellent verbal, written communication, interpersonal, negotiation, and conflict resolution skills.

Excellent organizational skills and attention to detail.

Excellent time management skills with a proven ability to meet deadlines.

Strong analytical and problem-solving skills.

Knowledge of employment-related laws and regulations.

Proficient with Microsoft Office Suite or related software.

Proficiency with or ability to quickly learn the organization’s HRIS and other functional systems.