Overview Join our growing practice as a Human Resources Generalist, where you will play a pivotal role in fostering a positive, compliant, and efficient workplace environment. This energetic position offers the opportunity to lead key HR initiatives, support workforce management, and enhance employee engagement through strategic planning and comprehensive HR practices. You will be instrumental in ensuring that our human capital management processes align with organizational goals while maintaining adherence to employment laws and regulations. If you thrive in a fast-paced setting and are passionate about developing talent and streamlining HR operations, this role is your chance to make a meaningful impact. The HR Generalist supports the day-to-day human resources functions of this busy, multi-location retina specialty practice with approximately 125+ employees. This position serves as the primary HR resource for employees and supervisors and is responsible for supporting recruitment, onboarding, employee relations, benefits administration, leave management, performance management, training, HR compliance, personnel records, and employee engagement. The HR Generalist works closely with practice leadership and department managers to promote consistent application of employment policies, maintain regulatory compliance, support effective workforce management, and foster a professional, respectful, and patient-focused workplace. Because the organization operates in a healthcare environment, the HR Generalist also assists with employee-related requirements involving HIPAA, OSHA/MOSH, infection-prevention training, workplace safety, credential and training documentation, and other healthcare-specific employment requirements.

Responsibilities Recruitment & Staffing:

• Coordinate recruitment activities for clinical, billing, scheduling, supervisory, and support positions.
• Prepare and post job openings and coordinate candidate sourcing.
• Review applications and conduct initial candidate screening.
• Coordinate interviews with supervisors and department managers.
• Conduct reference and other pre-employment checks as required by policy.
• Prepare employment offers and new-hire documentation.
• Maintain recruitment and applicant records in accordance with applicable requirements.
• Monitor vacancies, time-to-fill, turnover, and other recruiting metrics.
• Assist managers with developing and updating job postings.

New Hire Onboarding & Orientation:

• Coordinate the complete onboarding process for new employees.
• Ensure completion of form I-9 and other required employment documentation.
• Coordinate background screening, occupational health requirements, and other pre-employment processes required by policy.
• Enroll employees in required orientation and training programs.
• Coordinate HIPAA, OSHA/MOSH, bloodborne pathogens, compliance, safety, harassment prevention, infection-prevention, and other required training.
• Ensure employees receive and acknowledge applicable policies and the employee handbook.
• Track completion of departmental orientation and competency requirements.
• Support managers with 30-60-90 day introductory-period evaluations.

Employee Relations:

• Serve as accessible HR resource for employees regarding [policies, benefits, workplace concerns, and employment-related questions.
• Provide guidance to supervisors regarding routine employee relations matters.
• Assist with workplace investigations involving complaints, conduct, attendance, interpersonal conflicts, and policy concerns.
• Document employee relations matters appropriately and confidentially.
• Assist managers with coaching, counseling, corrective action, and performance improvement plans.
• Escalate significant employee relations, legal, compliance, or workplace safety concerns to appropriate leadership.

Performance Management:

• Coordinate the practice's performance evaluation process.
• Track introductory and annual performance evaluations.
• Notify supervisors of upcoming and overdue evaluations.
• Assist supervisors with performance documentation and improvement plans.
• Maintain completed evaluations in employee personnel records.
• Assist leadership with identifying performance trends and opportunities for employee development.

Benefits Administration:

• Assist employees with benefit enrollment, eligibility, qualifying life events, and general benefit questions.
• Coordinate new-hire benefit enrollment and annual open enrollment.
• Maintain accurate benefit eligibility information.
• Work with benefit brokers, insurance carriers, payroll. And other vendors to resolve routine issues.
• Assist with administration of health insurance, dental, vision, life insurance, disability coverage, retirement plans, and other benefits offered by the practice.
• Assist with COBRA administration and required benefit notices as applicable.

Leave & Attendance Administration:

• Coordinates and assists with administration and documentation of employee leaves, including FMLA and Maryland FAMLI requirements.
• Coordinate leave information with employees, supervisors, payroll, and benefit administrators.
• Track required documentation, certifications, leave usage, and return-to-work information.
• Maintain appropriate separation between confidential medical documentation and regular personnel files.
• Assist supervisors with attendance and leave-related questions.
• Monitor compliance with practice attendance and paid-time-off policies.

HR Compliance:

• Ensure compliance with applicable federal, Maryland, and local employment requirements, including … o Fair Labor Standards Act (FLSA) o Family and Medical Leave Act (FMLA) o Americans with Disabilities (ADA) o Pregnant Workers Fairness Act (PWFA) o Title VII and other EEOC requirements o Age Discrimination I Employment Act (ADEA) o Maryland employment and wage & hour requirements o Maryland sick, safe leave, and parental protection requirements o Maryland anti-discrimination requirements o Federal and Maryland workplace posting requirements o Form I-9 employment eligibility verification o

OSHA/MOSH

& bloodborne pathogens training o Track infection-prevention and workplace safety education as assigned o Maintain employee vaccination, occupational health, injury, workers compensation, or exposure-related documentation o Assist with maintaining employee competency and certification records where HR oversight is appropriate Personnel Records and HR Information System (HRIS)

• Maintain accurate & confidential employee personnel files.
• Maintain appropriate separate files for confidential medical and leave information.
• Enter & maintain employee information in the HRIS/payroll system.
• Process employee status changes, compensation changes, transfers, promotions, and terminations.
• Maintain employee rosters, job descriptions, and related HR documentation.
• Perform periodic personnel-file audits.
• Maintain required retention schedules for HR records.

Payroll Support:

• Coordinate employee status, compensation, deduction, and benefit changes with payroll.
• Review HR-related payroll changes for accuracy.
• Assist managers and employees with timekeeping and payroll-related questions.
• Communicate new hires, terminations, leave changes, and other employment-status changes to payroll according to policy.

Employee Engagement & Retention:

• Support employee recognition and engagement initiatives.
• Assist with employee satisfaction surveys.
• Support and facilitate the Employee Engagement Workgroup.
• Assist leadership with analyzing employee feedback and identifying improvement opportunities.
• Coordinate employee appreciation activities, service recognition, and other practice events.
• Monitor turnover and retention trends and assist leadership with identifying opportunities for improvement.

Separation of Employment:

• Coordinate voluntary and involuntary employee separation process.
• Prepare termination and separation documentation.
• Coordinate and conduct exit interviews.
• Notify payroll, benefits, IT, and appropriate departments of employee separations.
• Coordinate return of practice property and termination of system/access credentials.
• Maintain separation documentation and track turnover reasons.
• Assist with unemployment claims and related documentation. Qualifications Required/preferred
• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field preferred.
• Equivalent combination of education and relevant HR experience may be considered.
• Three or more years of progressively responsible Human Resources experience required.
• Experience with employee relations, benefits, leave administration, recruitment, and HR compliance required.
• Healthcare, physician practice, ambulatory care, or medical-office HR experience strongly preferred.
• Experience supporting an organization of approximately 75-125 employees strongly preferred.
• HR certification is strongly preferred but not required upon hire (SHRM-CP, PHR, etc).
• Certification expected within 24 months of hire.

Knowledge, Skills, and Abilities:

The successful HR Generalist should demonstrate:

• Working knowledge of federal and Maryland employment laws.
• Strong understanding of HR policies and employee-relations practices.
• Ability to maintain strict confidentiality.
• Strong written and verbal communication skills.
• Effective conflict-resolution and problem-solving abilities.
• Ability to communicate effectively with physicians, managers, clinical employees, administrative employees, and leadership.
• Strong organizational and documentation skills.
• Ability to manage multiple priorities and deadlines.
• Sound judgement and professional discretion.
• Proficiency in HRIS, payroll, Microsoft Office, and related business systems.

The HR Generalist is expected to demonstrate commitment to confidentiality, HR-related compliance, professionalism, consistency, teamwork, and a culture of safety and accountability.

Physical & Work Environment Requirements:

• Primarily an administrative/office-based position within a healthcare environment.
• Expectation of visibility, including availability at staff meetings, department meetings, and environmental rounds.
• Ability to sit and work at a computer for extended periods.
• Ability to effectively lead educational sessions in small group settings.
• May require travel between practice locations.
• May occasionally require adjustment of work hours to support employee meetings, orientation, investigations, or other HR responsibilities.

Supervisory Responsibilities:

This position currently has no direct supervisory responsibilities but provides HR guidance and support to supervisors and managers throughout the organization.

Pay:

$65,000.00 - $69,000.00 per year

Benefits:

401(k) Dental insurance Health insurance Health savings account Life insurance Paid time off

Work Location:

In person