HR Generalist

clickstop; Urbana (IA); On-site; USD 60,000 - 80,000; Full time

Job summary

Clickstop is seeking a Human Resource Generalist to support employees and managers across our organization. You will handle HR processes from hiring and onboarding through payroll, benefits, leave, compliance, and performance management.

You’ll coordinate interviews, support onboarding, prepare offers, complete pre-employment requirements, and help new employees transition smoothly into Clickstop. A strong service mindset and detail orientation are essential.

Qualifications

• Experience supporting HR processes across hiring, onboarding, payroll, benefits, leave, compliance and performance management.
• Strong communication, confidentiality, and service orientation.
• Ability to coordinate interviews, offers, and pre-employment requirements.

Responsibilities

• Support hiring processes across the business, coordinating interviews and candidate communications.
• Assist onboarding, payroll, benefits, leave, compliance and performance processes.
• Answer questions, maintain accurate HR information, and escalate when needed to HR leadership.
• Help improve HR systems and processes through recommendations and examples of best practice.
• Provide reliable HR support to employees and managers across Clickstop.

Job description

Clickstop is looking for top talent to join our Engagement Team as a Human Resource Generalist!

Are you someone who enjoys keeping important work moving, solving problems, supporting people, and making systems work better? Join our award-winning company and culture as a Human Resource Generalist and play an important role in delivering reliable HR support to employees and managers across Clickstop.

The HR Generalist works across many parts of the employee experience‑from hiring and onboarding to payroll, benefits, leave, employee relations, compliance, and performance processes. This is a great opportunity for someone who enjoys variety, takes ownership of details, and wants to help managers and employees better understand and connect to the HR system.

What you’ll be doing:

• You’ll exemplify, support, and reinforce Great Workplace Culture through commitment and aligned action with our mission and values.
• We measure performance by looking at behaviors and results. As a member of our Engagement Team, you are expected to set and reinforce a high bar of excellence in performance
• You’ll be an important part of the day‑to‑day HR support employees and managers depend on.
• You’ll answer questions, coordinate processes, maintain accurate information, and help ensure important HR work is completed consistently and on time.
• You’ll play an active role in supporting hiring across the business.
• You’ll coordinate and conduct interviews, support candidates and hiring managers throughout the process, prepare offers, complete pre‑employment requirements, and help new employees successfully transition into Clickstop.
• You’ll work across multiple areas of HR rather than specializing in only one.
• Hiring, onboarding, payroll, benefits, leave, compliance, employee relations, training, performance management, and other employee programs will all be part of the work.
• You’ll be expected to use judgment-not simply follow a checklist.
• You’ll learn when you can resolve something independently, when additional context is needed, and when an issue should be escalated to an HR Business Partner or other leader.
• You’ll help us continuously improve how HR operates as a system.
• We want someone who notices friction, recurring errors, unnecessary complexity, or weak handoffs and takes ownership of making the system better.

What does it take to succeed in this role?

1. 1. Systems Thinking – HR Process Flow Awareness
   • Understand how hiring, onboarding, payroll, benefits, performance, and other HR processes connect.
   • Recognize how errors or missed steps can affect employees, managers, systems, and downstream processes.
   • Identify gaps in workflows and handoffs between HR, managers, and systems.
   • Look for opportunities to improve consistency across HR processes.
2. 2. Judgment & Decision‑Making – Process + Policy Application
   • Apply HR policies and procedures accurately in day‑to‑day situations.
   • Determine when an issue can be handled independently and when it should be escalated.
   • Interpret guidelines within the context of the situation rather than relying only on rigid execution.
   • Balance responsiveness with accuracy, consistency, and compliance.
3. 3. Ownership & Execution Discipline
   • Execute HR processes accurately and consistently.
   • Follow tasks and employee matters through from beginning to completion.
   • Maintain strong attention to detail while managing a variety of responsibilities.
   • Keep documentation, records, systems, and required information current.
   • Take responsibility for the quality and reliability of HR outputs.
4. 4. Problem Solving & Process Improvement
   • Identify recurring problems, inefficiencies, and friction within HR processes.
   • Investigate root causes instead of repeatedly solving the same symptom.
   • Recommend and implement practical process improvements.
   • Learn from mistakes and adjust workflows accordingly.
   • Contribute to the ongoing improvement of HR systems and processes.
5. 5. Communication & Service Orientation
   • Communicate clearly and professionally with employees, managers, candidates, and teammates.
   • Respond promptly and thoughtfully … in – … ??
   • Explain policies, requirements, and HR processes in simple and understandable terms.
   • Maintain confidentiality and professionalism when handling sensitive information.
   • Collaborate effectively across teams and functions.

What skills do we value in this role?

• Strong organization and follow-through with the ability to manage multiple responsibilities without losing accuracy.
• A service mindset and genuine interest in helping employees, candidates, and managers navigate HR processes successfully.
• Strong written and verbal communication skills.
• Comfort working with confidential and sensitive employee information.
• Curiosity and a continuous improvement mindset-you notice when something could work better and are willing to help fix it.
• Experience supporting hiring, onboarding, payroll, benefits, leave, employee relations, compliance, or other HR fun