HR Generalist

Distinguishing Job Characteristics

As a key member of the Human Resources team, the Human Resources Generalist plays a vital role in ensuring the smooth and efficient operation of core HR functions. Reporting to the Chief People Officer (CPO), this position provides high-level administrative and operational support across a range of HR initiatives. From maintaining accurate employee records and managing compliance documentation to supporting onboarding and strategic projects, this role is essential to keeping our HR processes running seamlessly. The ideal candidate is highly organized, detail-oriented, and trusted to handle sensitive information with the utmost professionalism and discretion—all while contributing to a workplace culture rooted in respect, care, and purpose.

Essential Duties and Responsibilities

Employees are expected to perform essential duties to performance standards. As needed, reasonable accommodations will be made for otherwise qualified employees with disabilities that are covered by the Americans with Disabilities Act (ADA), in so far as the accommodation does not create an undue hardship on Behavioral Healthcare Partners of Central Ohio, Inc. (BHP).

• General Administrative Support
  • Maintains and organizes HR department calendar, including internal meetings, project milestones, and compliance deadlines.
  • Takes meeting minutes and tracks action items or follow-ups.
  • Assists with scheduling internal strategy sessions and off-site planning events.
  • Manages confidential documents and handles sensitive information discreetly while maintaining confidentiality of HIPAA and other confidential and sensitive information.
  • Manages employee tracking spreadsheet reflecting hires/terms of employment, changes, and other required information.
  • Keeps abreast of current trends and “best practices” in the field.
  • Attends and participates in required trainings on topics relevant to the job and to behavioral healthcare.
  • Responds to unemployment compensation notices.
  • Handles all worker compensation tasks in accordance with the BWC guidelines.

• Recruitment Support
  • Posts approved job requisitions on external job boards and internal sites.
  • Compiles applicant data and prepares recruitment status reports for CPO.
  • Maintains and updates recruiting pipeline spreadsheets or dashboards.
  • Schedules background checks, assessments, drug screenings and sends calendar invites.
  • Generates offer letters and prepares onboarding packets and orientation materials in advance of new hire start dates.
  • Updates Orientation presentation with any relevant updates and changes.
  • Acts as backup presenter for trainings and orientation presentations.

• Project Support
  • Conducts research and compiles benchmarking data on policies, compensation trends, or workforce demographics.
  • Assists with preparing HR Board reports, workforce presentations, and leadership dashboards.
  • Maintains project trackers for ongoing HR initiatives (e.g., DEI efforts, engagement survey follow-up, strategic goals).
  • Formats and proofs internal communications drafted by the CPO (memos, policy updates, strategy rollouts).
  • Helps prepare documents for compliance reviews or leadership briefings.

• HRIS & Reporting Support
  • Inputs and maintains employee data in HR systems with accuracy and discretion.
  • Generates and distributes scheduled and ad hoc reports for CPO (e.g., turnover trends, headcount, demographics).
  • Assists with data validation during system audits or implementation projects.
  • Monitors and flags inconsistencies in personnel records, benefits data, and organizational charts.
  • Assists with accreditation reports and audits as needed.

• Compliance, Policy & Records Administration
  • Tracks and updates HR policy documents, ensuring version control.
  • Maintains digital personnel and confidential files in accordance with retention schedules.
  • Prepares annual compliance documents (e.g., EEOC, ACA, OSHA logs).
  • Coordinates policy review schedules for CPO’s approval.
  • Monitors completion of required trainings (e.g., harassment, safety).
  • Tracks employee acknowledgments of policies and handbook updates.
  • Maintains up-to-date labor law posters for all locations.
  • Organizes internal HR file libraries and drive content management.

• Compensation & Benefits Support
  • Prepares compensation benchmarking templates for CPO review.
  • Audits benefit files for accuracy during renewal season.
  • Supports open enrollment data entry, confirmation tracking, and vendor file uploads.
  • Processes benefit enrollments, changes, and terminations in vendor portals.
  • Works with the CPO on renewal, implementation, and administration of employee benefit programs, such as health insurance, dental insurance, and life insurance plans.
  • Conducts benefit programs needs assessments. Works with insurance carrier to ensure compliance of benefit programs with applicable law and regulation.
  • Supports compensation analysis by preparing spreadsheets and summaries.
  • Compiles and summarizes employee benefit questions for escalation to benefits carrier.
  • Works with third party administrators to facilitate COBRA notifications including preparing COBRA notifications and separation packets.
  • Processes, monitors, and administers all FMLA requests.
  • Processes, monitors, and administers all Reasonable ADA Accommodation requests.

• Onboarding and Offboarding
  • Prepares new hire documentation (I-9, W-4, direct deposit forms).
  • Implements and administers the I-9 process.
  • Runs background checks, pre-employment and post-employment including background checks, drug testing, and immunization tests.
  • Coordinates motor vehicle checks/inspections required of selected job applicants, staff and interns.
  • Manages quarterly random drug tests to help ensure that current staff remains drug abuse free.
  • Maintains digital onboarding workflows and forms.
  • Handles employee terminations in collaboration with department managers. Also processes all employee termination information in HRIS.
  • Issues all ID badges.
  • Enrolls new hires in Relias.

• Employee Relations and Engagement
  • Serve as a first point of contact for employee questions, concerns, and complaints; provide guidance and coaching to promote fair treatment and positive outcomes.
  • Support managers in addressing performance concerns and workplace conflicts through coaching, documentation, and formal corrective action when needed.
  • Lead or support internal investigations with a focus on neutrality, professionalism, and compliance with internal policies and external regulations.
  • Assist in planning and executing employee engagement initiatives such as appreciation events, wellness programs, and recognition activities to promote retention and morale.
  • Promote a culture of equity, accountability, and transparency throughout the organization.

Other Duties and Responsibilities

• Maintains the highest level of integrity and professionalism in all aspects of job performance.
• Performs job responsibilities and maintains all records in accordance with BHP’s policy, procedure and protocol, and as appropriate to the job, all regulatory authorities’ accreditation/licensure/certification standards, and all applicable laws and regulations.
• Works assigned schedule, exhibits regular and punctual attendance and works outside of normal schedule as required.
• Performs other duties as assigned.

Scope Of Supervision

None

Equipment Operated

Computer, telephone, copier, fax, and other general office equipment; personal vehicle.

Contacts with Others

Clients, staff, applicants, interns, funders, vendors, volunteers, community professionals, general public, third party administrators, consultants, family members and other internal and external job contacts.

Confidential Information and Data

Personnel files, personnel issues, financial information, legal issues, human resource planning strategies, and other confidential or sensitive information.

Working Conditions

Good office working conditions when working in the office.  When working in other BHP facilities, the employee is exposed to conditions within those facilities.  Ability to telework during emergency health related or inclement weather situations, or as required by management.

Usual Physical Demands

The following demands are typically used and exhibited by employees when performing this job’s essential duties and responsibilities.  They are not and should not be construed to be qualification standards. Rather, they are illustrated to help BHP and otherwise qualified employee or job applicant with an ADA disability identify essential job duties that need to be reasonably accommodated, and the type of appropriate reasonable accommodation which may be available which does not create an undue hardship on the employer.

The employee frequently converses verbally with others in person and by telephone.  The employee regularly exhibits digital dexterity and eye-hand coordination when performing general typing, word processing, data entry, paperwork and other similar tasks.  The employee frequently sits for extended periods of time, and frequently walks through various types of environments.  Vision demands include close, relatively detailed vision when using a computer screen, and performing other tasks. 

Required Knowledge, Skills and Abilities

Knowledge of: Principles and practices of human resource management, including employee relations, classification and compensation, benefits administration, and HR compliance; Title VII of the Civil Rights Act and other EEO laws and regulations; Family and Medical Leave Act (FMLA); Americans with Disabilities Act (ADA); Age Discrimination in Employment Act (ADEA); Immigration Reform and Control Act (IRCA); and other relevant federal, state, and local employment laws, regulations, and court decisions.
Working knowledge of EEO reporting and auditing processes; records retention requirements; policy development, interpretation, and enforcement; internal complaint procedures; recruitment and hiring strategies; and best practices related to workforce diversity and inclusion.

Ability to: Interpret and apply HR laws, rules, and policies to practical organizational scenarios; independently manage and prioritize multiple HR functions and administrative processes; provide guidance to managers and staff on policy and procedural matters; establish rapport and collaborate effectively with employees across all levels of the organization; contribute to the development and implementation of HR-related systems and process improvements; maintain accuracy and consistency in documentation and tracking; lead or support employee investigations and performance management efforts; uphold confidentiality and demonstrate discretion in sensitive situations; adapt to organizational change and act as a role model for professional conduct consistent with BHP values and ethics.

Skill in: Drafting, editing, and submitting timely and accurate HR reports, summaries, and correspondence; analyzing data and identifying trends or gaps in workforce metrics; conducting research on employment laws, compensation benchmarks, and compliance issues; managing multiple projects and responding to evolving priorities with attention to deadlines; effectively communicating HR-related information both verbally and in writing; building strong interpersonal relationships; and using Microsoft Office applications (Word, Excel, PowerPoint) and HRIS or other job-specific systems to manage records, generate reports, and support administrative functions.

Qualifications

This position is a great fit for someone with a solid HR foundation who is looking to continue building their experience in a professional environment with room for growth and leadership support.

Education, Experience, and Training

• Bachelor’s degree in human resources, or a related field (or equivalent work experience).
• At least 5 years of hands-on high-level HR experience.
• Experience in healthcare, nonprofit, or behavioral health settings is a plus.
• Proven ability to support HR operations and interpret employment law and HR best practices.
• Strong interpersonal, communication, and organizational skills.
• Ability to maintain confidentiality and handle sensitive situations with empathy.
• Proficiency with HRIS systems and Microsoft Office Suite.

Licenses or Certifications

• HR certifications such as PHR or SHRM-CP are preferred but not required.

Additional Qualifications

• Upon conditional offer and as a condition of employment, successful completion of a drug screening and criminal background check is required. Depending on assigned job duties, the candidate may also be subject to a driving record check, personal vehicle inspection, and must meet eligibility under BHP’s vehicle insurance provider.
• Must be able to document personal identity and eligibility to work in the United States within three days of employment in compliance with the Immigration Reform and Control Act (I-9 verification).
• Must demonstrate professional integrity, discretion, and the ability to maintain confidentiality regarding sensitive HR and employee information.

Core Competencies:

• Commitment to equity, diversity, and trauma-informed practices.
• Strong ethical standards and ability to build trust at all levels.
• Excellent attention to detail and ability to prioritize in a fast-paced environment.
• Collaborative mindset and problem-solving skills.

To Apply: Online at https://www.bhcpartners.org/careers

BHP is an EEO and ADA compliant organization.