HR Generalist

KCI, LLC; Charlotte (NC); Hybrid; USD 55,000 - 75,000; Full time

Job summary

KCI, LLC is seeking an HR Generalist II to support daily HR operations across onboarding, benefits administration, payroll processing, and employee records. Reporting to the HR Manager, you will collaborate with a small HR team in Harrisburg/Charlotte, with a hybrid schedule of four days in office and one day remote.

The role offers growth within a fast-paced telecommunications environment, exposure to compliance, performance management, and employee relations as you develop foundational HR

Qualifications

• Bachelor's degree in HR, business admin, or related field (or equivalent HR experience).
• 2–4 years of progressive HR experience across multiple HR functions.
• Familiarity with U.S. employment law basics and I-9 requirements.
• Experience with HRIS and LMS platforms; MS Office proficiency.

Responsibilities

• Support day-to-day HR operations including onboarding, benefits, payroll processing, and records.
• Assist with compliance, regulatory reporting, and policy communication.
• Support talent acquisition onboarding and workforce planning.
• Coordinate training in LMS and ISO-related documentation.
• Assist with employee relations and performance processes.

Skills

Attention to detail

Organizational skills

Clear communication

Discretion

Service mindset

Eager to learn

Education

Bachelor’s degree in HR

Tools

HRIS

LMS

Microsoft Office

Job description

HR Generalist II

KCI | Harrisburg, NC / Charlotte, NC | Reports to: HR Manager

Location: Harrisburg, NC / Charlotte, NC

Hybrid: 4 days in office / 1 day remote

Hours: 8:30 am to 5:30 pm

Position Summary

KCI is seeking an HR Generalist II to support the day-to-day operations of its people function. Reporting to the HR Manager, the HR Generalist II assists across a broad range of HR activities including onboarding, benefits administration, employee relations, compliance, payroll processing, and employee records while gaining exposure to more complex HR matters under the guidance of the HR Manager. This role is an important contributor to a small, collaborative HR team and serves as a reliable resource for employees and managers across the organization.

This is a growth-oriented role suited for an HR professional who is building their foundational skills and looking to expand their capabilities across the full HR function in a fast-paced telecommunications environment.

Key Responsibilities

Compliance & Employment Law (10%-20%)

• I-9 Administration: Complete and maintain I‑9 forms for new hires, track re‑verification requirements, and flag discrepancies to the HR Manager for remediation.
• Background Checks & Drug Testing: Coordinate pre‑employment background checks and drug screening, track results, and maintain accurate records.
• Regulatory Support: Assist the HR Manager in gathering data and preparing documentation for required government reporting, including EEO‑1, VETS‑4212, and ACA filings.
• Unemployment & Garnishments: Process unemployment claim paperwork and assist with administering wage garnishments and withholding orders under HR Manager direction.
• Policy Compliance: Communicate organizational policies and programs to employees and help ensure consistent application across the company.

Talent Acquisition & Workforce Planning (10%)

• Onboarding: Own new‑hire onboarding logistics coordinate Day 1 schedules, prepare onboarding materials, process new‑hire paperwork, and facilitate orientation to ensure a smooth employee experience.
• Acquisition Onboarding: Assist the HR Manager in onboarding employees from acquired companies coordinating benefits enrollment, HRIS setup, and policy orientation to ensure a consistent and welcoming transition into KCI.

Learning, Development & ISO Training (5%)

• LMS Administration: Assign and track training completions in the LMS; assist the HR Manager in maintaining curriculum alignment with ISO documentation and traceability requirements.
• Training Coordination: Schedule and coordinate training sessions; follow up with employees and managers on incomplete or overdue assignments.

Performance Management & Employee Engagement (10%-20%)

• Performance Cycle Support: Assist with administering the performance review process distributing forms, tracking completion, and maintaining accurate records in the HRIS.
• Engagement Programs: Support engagement, recognition, and retention initiatives coordinated by the HR Manager; help plan and execute company culture events and communications.

Compensation, Payroll & Benefits (40%)

• Payroll Processing: Collect, verify, and submit payroll inputs to the HR Manager on schedule; flag discrepancies and assist with resolving payroll questions from employees.
• Benefits Administration: Assist with day‑to‑day benefits administration processing enrollments, changes, and terminations across Medical, Dental, Vision, 401(k), and supplemental plans; serve as a first point of contact for employee benefits questions.
• Open Enrollment: Support the HR Manager in coordinating open enrollment communicating timelines, assisting employees with elections, and ensuring accurate system entries.
• Leave Administration: Process and track leave requests (including FMLA), maintain accurate leave records, and coordinate with managers and employees on return‑to‑work timelines.

Policy, Handbooks & Workforce Safety (5%)

• Policy Administration: Distribute and communicate updates to the Employee and Safety Handbooks; assist employees in locating and understanding policy information.
• Safety Platform Support: Assist with maintaining vendor‑prequalification platforms (e.g., Avetta) and ensuring required submissions are completed on schedule.

Employee Relations (10%-20%)

• Employee Support: Serve as an approachable first point of contact for general employee questions and concerns; elevate matters requiring judgment or legal guidance to the HR Manager.
• Records & Documentation: Maintain accurate and organized employee records including personnel files, attendance data, and employment changes in the HRIS and in compliance with applicable recordkeeping requirements.
• Corrective Action Support: Assist the HR Manager in preparing corrective action and PIP documentation; coordinate logistics for termination and separation paperwork.

Qualifications

• Bachelor's degree in HR, Business Administration, or a related field, or equivalent HR experience.
• 2 4 years of progressive HR experience, with exposure to multiple HR functional areas.
• Familiarity with U.S. employment law basics, I‑9 requirements, and HR compliance fundamentals.
• Experience with HRIS and LMS platforms; proficiency in Microsoft Office (Word, Excel, Outlook) required.

Experience Supporting Payroll Processing And Benefits Administration.

• Exposure to a project-based, field-and-office workforce or multi‑state environment a plus.
• SHRM‑CP, PHR, or active pursuit of HR certification a plus.

KEY COMPETENCIES

• Attention to detail and accuracy in recordkeeping and data entry.
• Strong organizational skills; able to manage multiple tasks and deadlines with minimal direction.
• Dependable and discreet in handling confidential employee information.
• Clear communicator written and verbal with employees at all levels.
• Service mindset; responsive and approachable as a resource for employees and managers.
• Eager to learn and grow across the full HR function over time.

Physical Requirements & Work Environment

This position primarily operates in a professional office environment based in Harrisburg, NC, and routinely uses standard office equipment such as computers and phones.

Prolonged periods of sitting at a desk and working on a computer.

Must be able to occasionally move or lift items weighing up to 15 pounds.

Frequent communication with employees and leadership, requiring the ability to exchange accurate information in person, by phone, and in writing.

Occasional travel to other company locations and job sites, which may include exposure to active construction or field environments requiring personal protective equipment (PPE).

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this role.