HR Generalist / HR Business Partner (Remote, U.S.)
Own hands-on HR work across employee relations, benefits, multi-state compliance, and reporting—with broader responsibility and direct partnership with the Chief People & Compliance Officer.
Remote within the United States | Full-time | $65,000–$70,000 annual base salary
Join a geographically dispersed healthcare workforce in the People & Compliance department. This is a practical next step for an experienced HR Coordinator, Specialist, or Generalist ready to manage routine matters independently and escalate complex issues appropriately.
What You’ll Do
- Employee relations: Handle complaints, conflicts, attendance, conduct, and performance concerns. Conduct investigations, interview relevant parties, review evidence, document findings, and recommend resolutions. Prepare warnings, PIPs, and separation documentation; support terminations and escalate potential discrimination, harassment, retaliation, or protected-activity concerns.
- Multi-state compliance: Research and apply federal, state, and local requirements for wage and hour, classification, paid leave, accommodations, final pay, and separations. Support FLSA, FMLA, ADA, PWFA, Title VII, leave administration, and interactive processes; partner with leadership and Legal on complex matters.
- Benefits administration: Support medical, dental, vision, life, disability, and retirement plans through enrollments, life events, eligibility changes, terminations, employee inquiries, and open enrollment. Coordinate with brokers, carriers, plan administrators, and Payroll; reconcile deductions, invoices, and enrollment discrepancies. Support COBRA, ACA compliance, renewals, employee education, and benefits continuation during leave.
- Government reporting: Gather, validate, reconcile, and prepare workforce data for EEO-1, ACA Forms 1094-C/1095-C, state new-hire reporting, unemployment and wage inquiries, workers’ compensation, and audits. Coordinate Form 5500 data with plan administrators and advisors; maintain reporting calendars, submission records, and audit-ready documentation.
- Manager partnership: Advise operational leaders supporting hourly/nonexempt, remote, and field employees. Coach managers on documentation, performance, communication, and consistent policies; support workforce planning, organizational changes, staffing transitions, and retention initiatives.
- HR operations: Coordinate onboarding, transfers, promotions, changes, and offboarding. Maintain confidential personnel and case files, HRIS records, employee notices, verification letters, and acknowledgments. Reconcile rosters and payroll changes, deductions, and final payments; support training, policy communications, and audits.
- Process improvement: Update policies and procedures for jurisdiction-specific needs. Improve documentation, reporting accuracy, HR workflows, systems, and automation; identify recurring workforce issues and practical solutions.
Required Qualifications
- At least 3 years of progressive HR experience, including meaningful hands-on employee relations responsibility.
- Experience with employee complaints, workplace investigations, performance concerns, disciplinary actions, and separations.
- Experience supporting employees across multiple U.S. states, with working knowledge of federal employment laws and the ability to research and apply state-specific requirements.
- Hands-on benefits administration: enrollments, eligibility changes, employee inquiries, and provider coordination.
- Exposure to government-required employment reporting through gathering, validating, reconciling, or preparing workforce data. Full ownership of every filing is not required.
- Experience supporting hourly/nonexempt employees and operational managers.
- Proficiency with HRIS platforms, Microsoft Office, and employee documentation systems.
- Strong written communication, documentation, organization, conflict resolution, discretion, and ability to manage competing priorities.
Preferred Experience
- Healthcare, healthcare services, or another highly regulated industry; remote, field-based, or geographically dispersed workforces.
- California, New York, or other jurisdictions with complex employment requirements.
- Direct EEO-1/ACA coordination; familiarity with Form 5500, unemployment, workers’ compensation, or state reporting.
- Benefits renewals, COBRA, retirement plans, and leave management.
- Rippling or a comparable HRIS; international workforce administration involving EOR employees or contractors in Latin America or the Philippines.
FLSA classification will be determined based on duties and applicable law.
At Urrly, fairness matters. We use AI to review every application against the same clear requirements for the role. Candidates are evaluated only on job-related factors such as skills, certifications, and experience, not personal attributes.
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