Human Resources Generalist

Position Description: The Human Resources Generalist will be a vital part of the overall operations of the Human Resources (HR) department. This role requires a well-rounded, hands-on HR professional who can effectively balance day-to-day HR responsibilities with strategic initiatives.

The ideal candidate will bring experience across core HR functions, including employee relations, performance management, recruitment, benefits, HR administration and employee engagement.

In addition to strong HR fundamentals, this individual will serve as a day-to-day resource to employees and managers and will play a key role in supporting employee relations and performance management matters.

The Human Resources Generalist will work closely with the Senior Human Resources Business Partner and serve as a liaison to the Company’s PEO/third-party employment and HR partner, coordinating on employee matters, benefits, leave, payroll, compliance and other HR needs as appropriate.

The successful candidate will be proactive, organized and adaptable, with strong communication skills, sound judgment and the ability to manage sensitive information with discretion. This position is ideal for an HR professional who thrives in a fast-paced environment and is eager to contribute both operationally and strategically while bringing creative ideas and structured execution to HR programs and initiatives.

This position will require frequent travel between properties within the assigned portfolio.

Essential Functions

HR Administration:

• Provide exceptional support to employees and managers, serving as a primary point of contact for day-to-day inquiries related to HR policies, procedures, benefits and employee matters, escalating to the Senior Human Resources Business Partner as needed.
• Oversee maintenance of employee files and updating of employee payroll records including PEO records.
• Distribute and track Employee Handbook acknowledgements.
• Maintain holiday schedule/distribution and communications.
• Coordinate with the Company’s PEO /third-party employment and HR partner on unemployment claims, employment verifications and other HR matters as appropriate.
• Support annual and periodic HR cycles such as performance management processes, including evaluations, feedback cycles, compensation planning and compliance training.
• Ensure accurate and timely processing of HR documentation updates, changes and reports.
• Assist with training and development initiatives.
• Provide generalist support within the HR team and completes ad hoc projects as assigned.

Employee Relations & Performance Management:

• Serve as an initial resource for managers and employees regarding routine employee relations, performance and workplace matters.
• Support managers in addressing employee performance and conduct issues, including coaching, attendance concerns, performance feedback and other workplace matters.
• Assist managers with documenting employee performance and conduct issues and coordinate performance improvement plans, written warnings and other corrective action documentation in consultation with the Senior Human Resources Business Partner.
• Track open employee relations and performance matters and ensure appropriate documentation, follow-up and escalation.
• Participate in employee meetings and assist with workplace investigations and information gathering under the direction of the Senior Human Resources Business Partner, as appropriate.
• Escalate sensitive, complex or higher-risk employee matters to the Senior Human Resources Business Partner and coordinate with the Company’s PEO/third-party employment and HR partner as appropriate.
• Help ensure employee relations and performance management practices are applied consistently across the organization.

Recruiting & Onboarding:

• Manage and maintain the applicant tracking system and post all open positions.
• Conduct initial interview screens.
• Own end-to-end employee lifecycle processes, including onboarding, offboarding, internal transfers, promotions, and role changes, ensuring consistency and quality of execution.
• Process background/reference checks and escalate any issues to the Senior Human Resources Business Partner.
• Draft offer letters and send to applicants.
• Ensure that new hire documentation is collected, completed, and filed in a timely manner and entered into PEO and other related systems.
• Send out all department notifications, checklists and communications.
• Coordinate & set up software access and applicable training.
• Assign all new hire training and execute on training plans for each position/department.

PEO:

• Oversee and works with internal stakeholders on the optimal function of the organizations internal PEO systems, which may include database management, customization, and maintenance.
• Serve as a liaison among Twin Pines, the Senior Human Resources Business Partner and the Company’s third-party employment and HR partner. Coordinate day-to-day HR matters and support the effective use and maintenance of applicable HRIS, payroll, benefits and employment systems.

Payroll/Timekeeping:

• Process payroll changes (new hires, terminations, garnishments, direct deposit, locality, salary adjustments, etc.)
• Review and coach managers on procedures for timesheets.

Benefits and Leave Administration:

• Responsible for benefits administration, including new enrollments, open enrollment and changes.
• Responsible for circulating benefit reports and related invoices for processing and payment.
• Assist employees with benefit-related questions or concerns, acting as a liaison with the Company’s PEO/third-party employment and HR partner and escalating as appropriate.
• Assist in the execution of the benefit plan renewal process, including the planning of meetings and following up with employees.
• Serve as primary point of contact for employees regarding leave options, policies, and procedures ensuring supportive and confidential experience.
• Act as liaison between Leave of absence team to administer end-to-end leave of absences processing, eligibility determination, documentation, tracking, and return to work coordination.
• Manage and maintain internal leave of absence tracker to ensure accuracy and compliance.
• Coordinate with managers, payroll & benefits team to ensure proper handling of leave-related pay, benefits continuation, and job protection.
• Maintain accurate and up to date leave records and ensure proper documentation is secured and compliant with company policies.
• Monitor leave durations and proactively communicate with employees and managers regarding status updates and return-to-work plans.

Event Planning & Employee Engagement:

• Design and deliver creative, engaging events to enhance company culture and participation.
• Identify new ideas to improve employee engagement through events and activities.
• Coordinate logistics including venue selection, vendors, event orders, timelines and communications to ensure successful event execution.
• Assist Senior Human Resources Business Partner with execution of employee events such as new hire orientations, professional development programs, etc.
• Gather feedback and evaluate event effectiveness to inform future initiatives.
• Participate in committees as HR representative, as needed.

Training:

• Assign employees to training and follow up to ensure completion.
• Maintain training records and track training progress.
• Troubleshoot HR system and administration issues with the Company’s PEO/third-party employment and HR partner.

The above is intended to describe the essential job functions, the general supplemental functions and the essential requirements for the performance of the job. It is not to be construed as an exhaustive statement of all the job functions

Competencies &

Work Requirements: To be successful Human Resources Generalist, an employee must maintain confidential information regarding the personal and medical history of employee records. Should possess the following skills:

• Strong interpersonal and communication skills
• Proficiency in HRIS/PEO systems and Microsoft Office Suite
• Detail-oriented with strong organizational and problem-solving skills
• Demonstrated ability to manage multiple projects and priorities effectively in a fast-paced environment
• Stay current with evolving labor laws and HR best practices
• Support adherence to federal, state, and local employment laws and regulations
• Proven ability to introduce creative ideas and event concepts that drive employee participation and engagement

Educational / Work Requirements:

• 3-5 years’ experience in Human Resources
• Bachelor’s degree required
• Real estate, property management or other operationally intensive industry experience preferred but not required
• Experience working with a PEO, outsourced HR provider or similar third-party employment platform preferred
• Professional certification preferred but not required

Language Skills

Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.

Mathematical Skills

Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, etc.

Reasoning Ability

Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Ability to use discretion and exhibit high level of confidentiality.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. (Ability to lift and to carry up to 10 lbs.)

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.

Safety & Security

All workers are under obligation to follow rules and regulations pertaining to safety and security. Failure to comply with safety & security rules and regulations will result in disciplinary action up to and including termination of employment

Evaluation Methodologies

This position will be evaluated based on the incumbent’s ability to prioritize, time management skills and flexibility. In addition, the incumbent’s performance will be measured and evaluated according to the standardized tool used for all employees providing service to internal and external customers and incorporating Company’s policies and procedures.