Human Resource Generalist

Solomon Medical; Monterey (CA); On-site; USD 65,000 - 90,000; Full time

Job summary

Solomon Medical PAC is seeking a proactive HR Generalist to own the HR function as the organization grows. This in-person role supports employee relations, onboarding, payroll, credentialing, training, and compliance, working closely with leadership and providers.

The ideal candidate will develop HR processes, manage day-to-day HR duties, and ensure accurate employee records while partnering with outside advisors as needed.

Qualifications

• Bachelor's degree in HR or related field.
• Experience in employee relations and performance management.
• Knowledge of payroll processes and compliance.
• Ability to develop HR policies and onboarding workflows.
• Strong communication and confidentiality.

Responsibilities

• Serve as a primary HR resource for employees and managers.
• Create, implement, maintain, and update HR policies and employee handbook.
• Own and coordinate HR onboarding for all employees and providers.
• Coordinate credentialing and billing-related onboarding with billing partners.
• Create and maintain training modules and annual training calendar.
• Manage payroll for W-2 employees and contractors; ensure accuracy.

Skills

Employee relations

Onboarding

HR policies

Payroll coordination

Compliance

Documentation & records

Education

Bachelor's degree in HR or related field

Tools

HRIS

Payroll software

Job description

Solomon Medical PAC is seeking a proactive, organized, and hands-on HR Generalist to own and develop the Human Resources function as the organization grows. This in-person role will support employee relations, policies and procedures, onboarding, payer credentialing, payroll, compliance, training, performance management, disciplinary actions, and employee records. The ideal candidate is comfortable building HR processes and systems while also managing day-to-day HR responsibilities and working closely with leadership, managers, providers, employees, recruiting, billing, and outside advisors.

Key Responsibilities

Employee Relations

• Serve as a primary HR resource for employees and managers.
• Guide managers on employee relations, attendance, conduct, performance concerns, and workplace expectations.
• Manage employee concerns professionally, consistently, confidentially, and timely.
• Support employee engagement and retention efforts.

Policies, Procedures & Employee Handbook

• Create, implement, maintain, and regularly update HR policies and procedures.
• Develop and maintain the Solomon Medical PAC Employee Handbook and update it as laws, benefits, organizational needs, and practices change.
• Ensure policies are communicated and consistently followed.
• Coordinate with leadership and external HR or legal advisors when needed to support compliance.
• Maintain current HR forms, templates, policies, and employee communications.

Onboarding

• Own and coordinate the HR portion of onboarding for clinical and non-clinical employees and providers.
• Work closely with recruiting, operations, managers, and leadership from accepted offer through the employee's initial onboarding period.
• Ensure required documents are completed, including background checks, licenses, certifications, agreements, I-9s, W-4s, W-9s, and other applicable documents.
• Create and maintain standardized onboarding checklists and workflows for different employee and provider types.
• Coordinate new-hire orientation and required training.

Payer Credentialing & Billing Coordination

• Be actively involved in provider onboarding, payer enrollment, and credentialing.
• Maintain credentialing documentation and track status, outstanding items, renewals, and deadlines.
• Work closely with Solomon Medical PAC's billing company, Fedora, to ensure providers are appropriately credentialed and enrolled with applicable payers.
• Coordinate with providers, recruiting, operations, and billing to resolve credentialing issues that could delay patient care or billing.
• Maintain tracking for provider licenses, certifications, payer enrollment, and credentialing requirements.

Training & Compliance

• Create and maintain training modules for clinical and non-clinical employees.
• Coordinate new-hire and ongoing training and maintain an annual training calendar.
• Track required training and follow up on incomplete requirements.
• Work with clinical and operational leaders to identify training needs.
• Ensure employees maintain required licenses, certifications, training, and employment documentation.
• Support organizational compliance initiatives and maintain HR-related compliance records.

Payroll Administration

• Manage and coordinate payroll for W-2 employees and 1099 independent contractors.
• Ensure compensation changes, bonuses, deductions, and payroll information are accurate and processed timely.
• Maintain appropriate compensation and payroll documentation.
• Work with leadership, managers, accounting, and payroll vendors to resolve discrepancies.
• Maintain appropriate documentation and distinction between W-2 employees and 1099 contractors.
• Support year-end payroll and contractor reporting with accounting and payroll partners.

Performance Management

• Develop and maintain a standardized employee performance evaluation process.
• Work closely with managers to ensure evaluations are completed accurately and on time.
• Track evaluation due dates and proactively remind managers.
• Maintain completed evaluations in employee files.
• Assist managers with performance improvement plans and other performance management processes.
• Help establish consistent performance expectations and documentation.

Corrective & Disciplinary Actions

• Manage and guide corrective and disciplinary action processes.
• Support managers with documentation and progressive disciplinary procedures.
• Participate in counseling, disciplinary, and performance meetings when appropriate.
• Ensure disciplinary actions are appropriately documented and consistently applied.
• Coordinate with leadership and external HR or legal advisors on complex or high-risk matters.
• Support termination, separation, documentation, and offboarding processes.

Employee Records & HR Administration

• Create, organize, manage, and maintain accurate and confidential employee personnel files.
• Maintain electronic and physical HR records in accordance with applicable requirements.
• Conduct periodic employee file