Human Resources Generalist

Hirebridge; Buffalo (NY); On-site; USD 60,000 - 90,000; Full time

Job summary

Hirebridge is seeking a Human Resource Generalist to partner with senior HR leadership in Buffalo, NY. The role covers recruitment, onboarding, payroll, benefits administration, policy implementation, and compliance with employment laws.

You will support talent acquisition, HR operations, performance management, and employee relations, ensuring smooth HR processes in a growing organization.

Qualifications

• Bachelor's degree and 3–5 years HR experience, or a Master's in HR management with 2 years, or 7 years HR experience, or an equivalent combination.
• SHRM-CP or SHRM-SCP credential preferred.

Responsibilities

• Lead full-cycle recruitment for exempt, non-exempt, interns, and temporary positions.
• Develop job descriptions, post advertisements, and source candidates.
• Screen resumes, conduct initial interviews, and coordinate interview schedules.
• Oversee onboarding and orientation for new hires.
• Administer HR policies, handbook, and HR manuals.
• Maintain HRIS and generate reports.
• Process payroll and administer benefits programs.
• Support salary benchmarking and compensation processes.
• Oversee performance evaluations and employee relations.
• Ensure compliance with employment laws and internal policies.

Education

Bachelor's degree in HR or related field

Master's degree in HR management

7+ years HR experience or equivalent

Tools

HRIS software

Job description

Job Title: Human Resource Generalist

Reports to: Senior Human Resource Generalist

Job Overview

The Human Resource Generalist performs HR-related duties on a professional level and works closely with senior HR management to support the organization’s goals and employee needs. This position is responsible for functions including but not limited to benefits administration, employee relations, training, performance management, onboarding, policy implementation, recruitment and employment, affirmative action, and compliance with employment law.

Essential Functions

Talent Acquisition & Onboarding

• Leads full-cycle recruitment for all exempt, non-exempt, intern, and temporary positions.
• Develops job descriptions, writes and places advertisements, and sources candidates through various channels.
• Screens resume, conducts initial interviews, and coordinates interview schedules with hiring managers.
• Collaborates with leadership to understand staffing needs and workforce planning.
• Oversee the onboarding process to ensure a smooth transition for new hires, including orientation and initial training.

HR Administration & Policy Implementation

• Administers human resource plans and procedures for all organizational personnel.
• Assists in the development and implementation of HR policies and procedures; prepares and maintains the employee handbook and HR manuals.
• Maintains company organization charts and the employee directory.
• Maintains and updates the human resource information system (HRIS); generates and analyzes reports.

Payroll, Benefits & Compensation

• Processes and completes payroll in a timely and accurate manner.
• Administers benefit plans (health, dental, vision, life insurance, disability, retirement plans), including enrollment, changes, and terminations.
• Serves as the liaison between employees and third-party benefits administrators.
• Administers the compensation program and supports salary benchmarking.
• Communicates benefits-related information to employees during onboarding, open enrollment, and qualifying life events.
• Ensures full compliance with federal, state, and local payroll and benefits laws, including timely reporting and regulatory filings.

Performance Management & Employee Relations

• Oversees and revises the performance evaluation program as necessary.
• Handles employee relations and engagement initiatives; provides support in conflict resolution.
• Ensures employee compliance with internal policies and external regulations.

Compliance & Reporting

• Maintains accurate and confidential personnel files and documentation.
• Assists in the evaluation of departmental performance against goals; recommends improvements to policies and procedures.

Qualifications

1. A bachelor's degree and three to five years ofHR experience, or a master's degree in HR management and two years of experience in the HR field, or seven years of experience in the HR field, or any similar combination of education and experience required.
2. SHRM Certified Professional (SHRM-SCP) or SHRM Senior Certified Professional (SHRM-CP) credential preferred.