HR Generalist

HR GENERALIST / HR SPECIALIST

Department: Human Resources
Reports To: Chief Operating Officer 
Position Type: Full-Time
Location: LifeCare Ambulance, inc

POSITION SUMMARY

The HR Generalist / HR Specialist is responsible for supporting and managing a broad range of Human Resources functions within the organization. This position serves as a key resource for employees and management and is responsible for recruiting, onboarding, employee relations, benefits administration, HR compliance, employee records, performance management, policy administration, and other HR-related functions.

The ideal candidate will be highly organized, professional, confidential, dependable, and capable of working independently while maintaining strong communication with employees and leadership.

Because this position supports an EMS organization, the HR Generalist / HR Specialist must understand the importance of staffing, employee retention, credentialing requirements, attendance, scheduling-related HR issues, workplace conduct, and maintaining accurate employee documentation.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Recruitment & Hiring

• Coordinate and support the full recruitment process.
• Post job openings and review applications.
• Conduct initial candidate screening and interviews.
• Coordinate interviews with department supervisors and management.
• Conduct reference and background checks as applicable.
• Assist with pre-employment requirements and documentation.
• Prepare offer letters and new-hire paperwork.
• Maintain accurate recruitment records.

New Employee Onboarding

• Coordinate new employee onboarding and orientation.
• Ensure completion of required employment documents.
• Coordinate required training and onboarding activities.
• Verify required licenses, certifications, credentials, and other employment qualifications as applicable to the position.
• Maintain accurate employee personnel files.
• Communicate company policies, procedures, benefits, and expectations to new employees.

Employee Relations

• Serve as a point of contact for employees regarding HR questions and concerns.
• Assist managers with employee performance, attendance, disciplinary, and workplace-conduct matters.
• Assist with employee complaints and workplace investigations.
• Maintain appropriate documentation regarding employee relations matters.
• Promote a professional, respectful, and productive workplace.
• Escalate significant employee relations issues to HR leadership as appropriate.

Benefits Administration

• Assist employees with questions regarding health insurance, dental, vision, HSA, 401(k), PTO, and other company benefits.
• Coordinate benefit enrollment and changes.
• Assist with new-hire benefit enrollment and qualifying life events.
• Maintain accurate benefits records.
• Work with benefit providers and brokers as needed.

HR Compliance

• Maintain compliance with applicable federal, state, and local employment requirements.
• Assist with required employment documentation and recordkeeping.
• Maintain required employee files and HR records.
• Assist with compliance audits and internal HR reviews.
• Monitor expiration dates for licenses, certifications, credentials, and other employment requirements when applicable.
• Maintain confidentiality of employee and company information.

Attendance, Leave & PTO

• Maintain and monitor employee attendance and PTO records.
• Assist employees and managers with leave-related questions.
• Coordinate documentation for applicable leaves of absence.
• Identify attendance issues and communicate concerns to management.
• Ensure HR records are accurately maintained.

Payroll & HRIS Support

• Assist with payroll-related HR functions and employee data changes.
• Maintain accurate employee information within the HRIS/payroll system.
• Process new hires, terminations, job changes, wage changes, and other employee status changes.
• Assist with payroll audits and corrections.
• Maintain accurate and timely HR records.

Employee Separation

• Coordinate employee termination and separation procedures.
• Conduct or assist with exit interviews.
• Ensure company property and required documentation are addressed.
• Process termination information within HR/payroll systems.
• Maintain appropriate separation documentation.

General HR Responsibilities

• Maintain strict confidentiality regarding employee and company information.
• Prepare HR reports and documentation for management.
• Assist with employee retention and engagement initiatives.
• Participate in HR meetings and management meetings as requested.
• Assist with special HR projects.
• Provide professional customer service to employees and managers.
• Perform other duties as assigned.

QUALIFICATIONS

Required

• High school diploma or equivalent.
• Minimum of 2 years of Human Resources or related administrative experience.
• Strong organizational and communication skills.
• Ability to maintain confidentiality.
• Ability to work independently and manage multiple priorities.
• Proficiency with Microsoft Office and HR/payroll software.
• Experience working with ADP
• Strong attention to detail.

Preferred

• Associate's or Bachelor's degree in Human Resources, Business Administration, or a related field.
• 3–5 years of HR experience.
• Experience with an HRIS/payroll system.
• Experience with employee relations and investigations.
• Experience in healthcare, EMS, emergency services, or another highly regulated environment.

KNOWLEDGE & SKILLS

• Knowledge of basic HR practices and employment regulations.
• Strong written and verbal communication skills.
• Ability to handle sensitive and confidential information.
• Strong problem-solving and decision-making skills.
• Ability to communicate effectively with employees at all levels.
• Ability to manage difficult conversations professionally.
• Excellent organization and recordkeeping skills.
• Ability to prioritize work in a fast-paced environment.

AUTHORITY & RESPONSIBILITY

The HR Generalist / HR Specialist is expected to exercise appropriate judgment in handling routine HR matters. Significant employee relations issues, investigations, policy violations, legal concerns, terminations, and other high-risk matters must be escalated to designated executive leadership.