HR Generalist / HR Business Partner (Remote, U.S.)

Urrly•Columbus, OH

5d•$65,000 - $70,000•Remote

About The Position

Join the People & Compliance department supporting a geographically dispersed healthcare workforce. This hands-on role spans employee relations, benefits, multi-state compliance, government reporting, manager partnership, HR operations, and process improvement. It is suited to an experienced HR Coordinator, Specialist, or Generalist ready to independently manage routine matters and appropriately escalate complex issues. The position partners directly with the Chief People & Compliance Officer. The role handles employee complaints and investigations; supports employment-law compliance across multiple jurisdictions; administers benefits and coordinates with providers; prepares and maintains workforce reporting and audit documentation; advises operational managers; coordinates employee lifecycle transactions; and improves HR policies, processes, systems, and reporting. The position is remote within the United States and is full-time, with an annual base salary of $65,000–$70,000.

Requirements

At least 3 years of progressive HR experience, including meaningful hands-on employee relations responsibility.
Experience handling employee complaints, workplace investigations, performance concerns, disciplinary actions, and separations.
Experience supporting employees across multiple U.S. states, working knowledge of federal employment laws, and ability to research and apply state-specific requirements.
Hands-on benefits administration experience, including 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, and discretion, with the ability to manage competing priorities.

Nice To Haves

Experience in healthcare, healthcare services, or another highly regulated industry.
Experience supporting remote, field-based, or geographically dispersed workforces.
Experience with 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.
Experience with benefits renewals, COBRA, retirement plans, and leave management.
Experience with Rippling or a comparable HRIS.
International workforce administration involving EOR employees or contractors in Latin America or the Philippines.

Responsibilities

Handle employee complaints, conflicts, attendance, conduct, and performance concerns; conduct investigations, interview relevant parties, review evidence, document findings, and recommend resolutions.
Prepare warnings, performance improvement plans, and separation documentation; support terminations and escalate potential discrimination, harassment, retaliation, or protected-activity concerns.
Research and apply federal, state, and local requirements concerning 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.
Administer benefits processes for medical, dental, vision, life, disability, and retirement plans, including 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.
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.
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.
Coordinate onboarding, transfers, promotions, employee changes, and offboarding; maintain confidential personnel and case files, HRIS records, notices, verification letters, and acknowledgments.
Reconcile rosters and payroll changes, deductions, and final payments; support training, policy communications, and audits.
Update policies and procedures for jurisdiction-specific needs and improve documentation, reporting accuracy, HR workflows, systems, and automation.
Identify recurring workforce issues and develop practical solutions.