Human Resources Generalist

Mission Ready Recruiting; United States; On-site; USD 65,000 - 90,000; Full time

Job summary

Mission Ready Recruiting seeks an HR Generalist to drive people operations and keep the business running smoothly in a remote, asynchronous setting.

You'll own onboarding, offboarding, employee records, and benefits coordination, with payroll liaison duties and compliance calendars. The role blends HR fundamentals with business-operations support, advancing vendor management and documentation across the organization.

Qualifications

• 3–5 years of HR operations and employee lifecycle experience.
• Experience with onboarding, offboarding, and benefits management.
• Strong written communication and remote working discipline.

Responsibilities

• Lead onboarding from offer to 90 days and ensure smooth systems access.
• Manage end-to-end offboarding and COBRA workflows.
• Maintain accurate employee records across systems.
• Support recruiting coordination and candidate communications.
• Coordinate payroll liaison and benefits enrollment.
• Maintain SOPs, policies, and process docs.

Skills

HR operations

Benefits administration

Payroll coordination

Vendor management

Documentation

Education

Bachelor's degree in Human Resources or related field

Tools

ExtensisHR

Oyster HR

HRIS

Job description

This is hands-on and operationally broad: part HR Generalist, part business operations. You’ll be the day-to-day operational engine of the People function and a good deal of what keeps the business running behind the scenes. It’s a permanent, full-time role with benefits from the start.

WHAT YOU’LL OWN

People & Culture is the core of this role. The business-operations layer is a natural extension of it, not a separate track, and you won’t be running both at full speed on day one. Operational ownership builds over your first year, with support.

The employee lifecycle

• Onboarding from signed offer through the 90-day check-in: equipment, systems access, benefits enrollment, and welcome communication
• Offboarding end-to-end: access revocation, equipment return, COBRA through ExtensisHR and Oyster, and post-departure documentation
• Employee records accurate across our systems of record, with access provisioned and removed along our data-classification tiers

Benefits, payroll, and leave

• Primary liaison to ExtensisHR, our PEO and HRIS platform
• Semi-monthly payroll
• HR compliance calendar: required notices, filings, and employment verifications prepped for submission

The day-to-day

• The People Operations intake queue — triage, assign, and close out within our response times
• First point of contact for policy and process questions: closing loops, and escalating anything precedent-setting
• Review-cycle logistics, and the career-band and role-expectation docs kept current
• Recruiting support: scheduling, candidate communication, and requisition tracking
• Culture support: team events, surveys, and milestone celebrations
• SOPs and process guides kept organized, current, and easy for a manager to follow

Growing into the business-operations layer

• Vendor contracts and software renewals, with a flag on anything worth renegotiating
• State registration and tax account filings prepped for Finance to submit
• Operational friction surfaced with recommendations — broken processes, access gaps, unclear ownership

Who you are

• Organizational rigor and follow-through. You keep systems of record clean, close loops, and don't let deadlines slip. This matters more than anything else on the list
• Three to five years across benefits, leave, compliance, and the employee lifecycle, where you personally owned recurring processes end-to-end
• A precise, jargon-free writer — the kind of email an employee actually understands
• Self-directed in a remote, asynchronous environment
• Genuinely interested in the business-operations side too, from vendor management to documentation
• Comfortable building infrastructure as you go, in a lean company where the playbook isn't finished