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

Urrly•Columbus, OH

4d•Remote

About The Position

Urrly is hiring an HR Generalist / HR Business Partner to own hands-on HR work across employee relations, benefits, multi-state compliance, and reporting, while partnering directly with the Chief People & Compliance Officer. The role supports a geographically dispersed healthcare workforce and is intended for an experienced HR Coordinator, Specialist, or Generalist who can manage routine matters independently and escalate complex issues appropriately. The position is remote within the United States and full-time, with an annual base salary of $65,000–$70,000. The role handles employee complaints, conflicts, attendance, conduct, performance concerns, and workplace investigations, and prepares related documentation and recommendations. It supports compliance with federal, state, and local employment requirements; administration of employee benefits and leave; preparation and coordination of government workforce reporting; and advising operational managers. It also coordinates core HR transactions, maintains confidential employee records, and improves policies, workflows, systems, and reporting practices.

Requirements

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 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.
Ability to manage competing priorities.

Nice To Haves

Experience in healthcare, healthcare services, or another highly regulated industry.
Experience with remote, field-based, or geographically dispersed workforces.
Experience with California, New York, or other jurisdictions with complex employment requirements.
Direct EEO-1/ACA coordination experience.
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 workplace investigations by interviewing relevant parties, reviewing evidence, documenting findings, and recommending 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 relating to wage and hour, worker 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, and 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, employee 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 practical solutions.