People Operations Generalist

Position Summary The People Operations Generalist supports the day-to-day execution of People Operations with a strong emphasis on regulatory compliance, HCM data analytics, employee relations support, payroll coordination, and benefits administration. This role helps ensure that People Operations policies, processes, and employee lifecycle activities comply with applicable federal, state, and local employment laws. Reporting to the Director of People Operations, this position serves as a trusted operational partner while maintaining high standards of data accuracy, confidentiality, and risk mitigation. The Generalist also plays an important role in maintaining Human Capital Management (HCM) data integrity and leveraging reporting and analytics to support compliance monitoring, workforce insights, and informed decision‑making. Key Responsibilities Compliance & Risk Management

• Maintain working knowledge of federal, state, and local employment laws including FLSA, FMLA, ADA, EEO, and related regulations.
• Conduct routine audits of personnel files, I‑9 documentation, payroll records, and employee classifications to ensure compliance.
• Identify potential compliance risks and escalate findings with recommended corrective actions.
• Assist with drafting and maintaining employee handbooks, policies, and procedures to reflect regulatory changes.

Employee Relations Support

• Support the Director of People Operations in addressing employee relations matters including policy interpretation, employee concerns, and workplace conflict resolution.
• Provide guidance to employees and managers regarding policies, performance management practices, and disciplinary procedures to promote fairness and consistency.

Data Management, Reporting & Analytics

• Maintain HCM data accuracy and integrity through routine audits and quality checks.
• Generate and analyze reports related to headcount, turnover, leave usage, payroll data, and benefits participation.
• Utilize advanced Microsoft Excel functions (pivot tables, formulas, lookups, and data validation) to compile, audit, and analyze HR data.
• Provide leadership with data‑driven insights to identify workforce trends, operational improvements, or potential compliance risks.

Operations, Payroll & Benefits Administration

• Serve as a backup resource for payroll processing and assist with payroll data review and discrepancy resolution.
• Audit benefit invoices and payroll deductions to ensure accuracy and alignment with enrollment records.
• Administer employee leave programs including FMLA, state leave programs, and ADA accommodations.
• Support administration of employee benefit programs including health, retirement, and wellness plans.

Onboarding & Employee Lifecycle Administration

• Ensure onboarding processes comply with federal employment eligibility requirements including proper completion of Form I‑9 documentation.
• Support employee lifecycle transactions including job changes, compensation updates, and terminations while maintaining accurate HCM records.

ExperienceRequired Qualifications

• 3–5+ years of progressive Human Resources or People Operations experience, preferably in a generalist or compliance‑focused role.

Education

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent work experience.

Skills

• Experience working with Human Capital Management (HCM) systems such as Dayforce, Workday, or SAP.
• Advanced Microsoft Excel proficiency including pivot tables, reporting, and data analysis.
• Demonstrated ability to interpret and apply employment laws and HR compliance requirements.
• Strong interpersonal, communication, and problem‑solving skills.
• Ability to manage sensitive and confidential information with discretion.

Preferred Qualifications

• HR certification such as SHRM‑CP or similar.
• Experience supporting People Operations or HR in multi‑state or multi‑site organizations.

Core Competencies Analytical Thinking – Ability to audit HR data, identify trends, and recognize potential compliance risks. Judgment & Confidentiality – Exercises sound judgment while managing sensitive employee relations and compliance matters. Collaboration – Works effectively with People Operations leadership, employees, and external partners to support operational initiatives.