HR Generalist – Catastrophe and Risk Solutions (CRS)

hackajob; Boston (MA); Hybrid; USD 65,000 - 90,000; Full time

Job summary

A leading tech recruitment firm seeks an experienced HR Generalist to support its Boston office. This role focuses on employee relations, engagement, and operational HR functions. The ideal candidate will have 2-5 years of HR experience, strong communication skills, and a proven ability to manage projects effectively. The position requires a Bachelor's degree in Human Resources and offers a flexible hybrid work model.

Qualifications

• 2-5 years’ hands-on experience in an HR generalist or specialist capacity.
• Experience in employee relations, learning and development, HRIS management.
• Ability to manage competing demands and prioritize workloads.

Responsibilities

• Support the Performance Improvement Process and manage complex employee relations issues.
• Analyze onboarding and exit trends and ensure high employee engagement.
• Maintain all employee data accurately and assist with payroll and benefits.
• Act as a primary point of contact for payroll questions, leaves, and benefits programs.
• Contribute to learning and development programs and monitor training progress.
• Assist with compensation analysis and salary reviews.

Skills

Data Orientation

Eco-Systems Thinking

Solutions-Oriented

Organized and Proactive

Interpersonal skills

Analytical skills

Education

Bachelor’s degree in Human Resources or related discipline

Tools

Microsoft Office Suite

Oracle

Job description

Hackajob is collaborating with Verisk to connect them with exceptional tech professionals for this role.

Description

The Human Resources Generalist position reports to the Assistant Vice President, Human Resources and supports the CRS HR Business Partners to deliver value‑added service to our stakeholders that reflects the business objectives and values of Verisk. The HR Generalist maintains an effective level of business strategy, goals, and culture. This role is office‑based in our Boston, MA location, which offers a flexible hybrid work model.

Ideal Candidate

Our ideal candidate embodies the HR skills of Data Orientation, Eco‑Systems Thinking, and being Solutions‑Oriented, while having an organized and proactive approach to their work.

Key Skills

• Data Orientation: We love data. Whether it's spotting trends or considering a new process that will make us more efficient, we start with collecting and analyzing data and considering how we want to action on it. Once we action, we collect more data so we can measure our impact.
• Eco‑System Thinking: As the people function of a global business, we collaborate with people around the world. We create relationships, purposefully listen to business strategy and employee feedback, and proactively identify ways we can support. While this role is centered on execution within the Americas, you will think about potential global impact of your efforts.
• Solutions‑Oriented: We proactively figure it out. We experience barriers in our work, as does any team. Our approach is similar to LSS Green Belt learnings: we define the problem, measure it, and then present solutions that can solve it. We are looking for bold thinkers who enjoy solving problems, can create strategy to design an approach, and the work ethic to execute on them.
• Organized and Proactive: In this role where you support the HR team across a variety of projects, being organized is critical to success. From managing Microsoft Teams folders to being thoughtful about naming conventions for documents and folders, we expect a high‑level of organization. Additionally, we operate in a highly proactive environment, where deadlines are met, and expectations are managed. Communication on project status is critical to success. This role requires 2‑3 days in the Boston office and can vary depending on business requirements.

Responsibilities

Employee Relations

• Support the Performance Improvement Process (“PIP”), including consulting with the manager and employee, following up on deliverables, and proactively raising challenges.
• Manage and resolve complex employee relations issues in conjunction with the Employee Relations Team. Conduct effective, thorough, and objective investigations.
• Provide support and guidance to managers and employees to achieve the required results in line with company policies and local employment legislation.
• Ensure consistency in HR approach across geographical locations.
• Maintain in‑depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risk and ensuring regulatory compliance. Partner with the legal and financial teams as needed.
• Coordinate end‑to‑end actions for employee terminations.

Employee Engagement

• Takes a true hands‑on approach to all issues and successfully monitors the “pulse” of the employees to ensure a high level of employee engagement. Responsible for end‑to‑end process of the employee engagement survey process.
• Analyzes onboarding and exit trends and metrics to develop solutions.
• Provide coaching and guidance to employees and managers on all HR related matters. Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Takes an active role in our functional units’ quarterly town halls by providing employee data and input to content of town halls.
• Serves as the point of contact for temporary remote work requests. Shepherd requests to various teams for review.
• Works with HR team to update the Compass page, our business’ intranet. This is a newly created page, and a great opportunity to make an impact with your creativity by suggesting content and managing the user experience.
• Collaborates on Top Talent initiatives, including supporting the roll‑out of a new approach, collecting and analyzing feedback, and reporting on success.

Learning and Development

• Participate in evaluation and monitoring of training and leadership programs. Follow up to ensure training objectives are met. Make recommendations to support training needs.
• Monitor progress of completion rates and follow up with managers.

HR Operations

• Maintain all employee data accurately to ensure that all organizational changes are processed and correspondence and material is professional, accurate, and complies with local legal obligations.

Compensation And Benefits

• Acts as point of contact for employees on questions related to payroll, company leaves, and benefits programs.
• Assists with performance management and salary reviews/compensation analysis.

Talent Acquisition

• Guide and coach hiring managers to initiate the recruitment process.
• Partner with the Talent Acquisition team to provide guidance.
• Confirm data accuracy, and approve requisitions and offers.

Other

• Ad‑hoc projects as needed.

Qualifications

• Minimum of 2‑5 years’ hands‑on experience in an HR generalist or specialist capacity.
• Demonstrated experience in employee relations, learning and development initiatives, HRIS management, performance management, recruitment and on‑boarding.
• Bachelor’s degree in Human Resources or related discipline required.
• Creative and resourceful thinker, with demonstrated experience translating strategic goals and concepts into action plans and implementing initiatives at an operational level.
• Ability to manage competing, high‑priority demands; prioritize workloads, and manage projects and multiple responsibilities against strict deadlines.
• Strong interpersonal/collaboration skills. Ability to establish credibility/rapport with stakeholders at all levels.
• Superior oral and written communication skills. Ability to adjust communication style based on the audience.
• Strong demonstration of analytical skills and ability to prepare executive‑ready materials, including PowerPoint, Excel and Microsoft Office Suite of products.
• Strong business acumen.
• Knowledge of Oracle a plus.