Human Resources Generalist

MetroPlusHealth

New York (NY)

On-site

USD 65,000 - 85,000

Full time

3 days ago

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Job summary

MetroPlusHealth in New York seeks an HR Generalist to oversee onboarding, offboarding and benefits administration for 300+ employees. You will manage HRIS data, support personnel matters, and assist with projects across HR functions. You will work with the HR Manager and contribute to people processes and data integrity.

The role covers background investigations, reporting, and liaison with business units to ensure compliant HR operations and employee engagement.

Qualifications

Bachelor’s Degree in HR, business, healthcare administration or related field required.
2 years of relevant HR or personnel administration experience.
Strong interpersonal, communication and leadership skills.
Proficiency with PeopleSoft, Oracle, Outlook and MS Office.

Responsibilities

Oversee onboarding and offboarding for employees, interns, brokers and consultants.
Perform background investigations including verification and ID checks.
Administer benefit programs and guide enrollment for staff.
Provide day‑to‑day HR support across employees and management.
Manage HRIS transactions and ensure data integrity.
Prepare monthly HR reports and assist audits.
Support HR policy liaison with departments and staff engagement initiatives.

Skills

Interpersonal skills

Communication

Leadership

Education

Bachelor’s Degree in HR/related field

Associate’s Degree or 60 credits toward Bachelor's

Tools

PeopleSoft

Outlook

Oracle

Microsoft Office

Database management

Job description

Position Overview

MetroPlusHealth is committed to empowering New Yorkers by uniting communities through care. We believe that Health care is a right, not a privilege. If you have compassion and a collaborative spirit, work with us. You can come to work being proud of what you do every day. The Human Resources Generalist, in consultation with the HR Manager, will be responsible for oversight of HR core processes, including, onboarding, offboarding, PeopleSoft transactions and data integrity, benefits administration and performance management. The HR Generalist will also provide support for all personnel matters to over 300 employees. The primary function is to provide day‑to‑day support to all levels of employees, management and assist with projects, and processes across a full range of HR functions.

Scope Of Role & Responsibilities

Onboarding and Offboarding

Issue job offer letters and other internal communication to employees.

Conduct onboarding for all employees, interns, sales brokers, and consultants.

Conduct all voluntary employee and intern separations, including resignations and retirements.

Conduct all separations for sales brokers and consultants.

Background Investigations

Conduct full background investigations (employment and education verification, fingerprinting, criminal history searches, excluded entities list, Form I-9 and E-Verify, etc.).

Benefits

Conduct new hire orientation benefits presentation to all new hires. Guide newly hired staff through the enrollment process for benefit programs such as health, dental, pension, and retirement plans.

Acts as the primary resource for employee benefit and retirement inquiries.

Advise employees regarding leaves of absence and other available benefits such as workers’ compensation, disability, etc.

HR Administration

Complete all transactions within HRIS including hiring candidates, functional and corporate title changes, compensation changes, etc.

Open, close, create, and update positions that were approved as per the Vacancy Control Board.

Provide various reports monthly and as otherwise directed in collaboration with HRIS Analyst.

Audit the integrity of all data entry, classification, and compensation related data in HRIS.

Collect, review, upload, and maintain all personnel files in the electronic record system. Conduct audits as needed to ensure compliance with all applicable policies and regulations.

Verify employment history in response to employee and third-party inquiries. Provide customized employment verification letters as needed.

Manage physical access cards (i.e., ID Badges) including creation, deactivation, and extension.

Manage inventory of supplies to ensure necessary employee engagement and ID Badge materials.

Monitor shared HR email inboxes, responding or forwarding inquiries where appropriate.

Submit ticket requests in the IT system to ensure that employee system access and data are accurate. This includes new hire activation, deactivation, and leave of absence tickets

Business Unit Liaison

Serve as first-level contact for HR-related issues such as HR policy inquiry, benefits, employee information updates, Vacancy Control Board inquiries, etc.

Interpret Human Resources policies to ensure compliance with stated and implied regulations.

Support Director of HR Operations and Marketing Department with employee engagement initiatives such as Bring Your Child To Work Day and Employee of the Month.

Assist in special projects as needed and all other tasks as assigned.

Required Education, Training & Professional Experience

A Bachelor’s Degree from an accredited college or university in Human Resources Management, Business Administration, Public Relations, Healthcare Administration, Psychology, Communications or a related discipline is required; or

Associate’s Degree or sixty (60) credits towards completion of a Bachelor’s Degree from an accredited college or university in a discipline listed above or a related discipline; and

Two (2) years of relevant experience in human resources or personnel administration, employee relations, learning and development, talent acquisition, customer service (involving dispensing information and resolving customer concerns), or in a related function requiring strong interpersonal, communication, and leadership skills and proficiency with technology, such as database management, Outlook, PeopleSoft, Oracle, and other Microsoft Office applications.

Prior experience as Human Resources Generalist or Business Partner is preferred.

Licensure And/or Certification Required

Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Society of Human Resources – Certified Professional (SHRM-CP), or Society of Human Resources – Senior Certified Professional (SHRM-SCP) a plus but not required.

Professional Competencies