HR Generalist

UNTUCKit•New York, NY

18d•Hybrid

About The Position

UNTUCKit is seeking a systems-savvy HR Generalist to provide day-to-day HR partnership and operational support for its New York City corporate office and retail stores across multiple locations. The role supports the full associate lifecycle, including recruiting, onboarding, employee relations, workforce administration, reporting, and off-boarding. The ideal candidate is organized, solutions-oriented, curious about improving processes, and experienced in high-volume retail store support. The position follows a hybrid schedule, with on-site work in the New York City office Tuesday through Thursday and remote flexibility on Mondays and Fridays, unless business needs require a change. The salary range is $75,000–$85,000 plus bonus.

Requirements

Bachelor’s degree in human resources, Business Administration, or a related field, or equivalent relevant experience.
At least 3 years of HR experience in a fast-paced environment.
Hands-on employee relations experience and a strong working knowledge of applicable employment laws, including New York City and New York State requirements and multi-state compliance.
Experience with HRIS data and systems.
Proficiency in Microsoft Office and comfort learning new systems.
Ability to use AI-enabled productivity tools responsibly to support research, analysis, drafting, and workflow efficiency.
Strong judgment, problem-solving, organization, project management, communication, and relationship-building skills, with exceptional accuracy and attention to detail.
Demonstrated empathy, coaching ability, discretion, confidentiality, adaptability, and professionalism; able to work independently and collaboratively and interact confidently with leaders at all levels.
Strong business acumen and the ability to manage high-volume retail support while meeting corporate priorities and deadlines.

Nice To Haves

Three to five years of experience in a multi-unit retail, corporate, or similarly fast-paced business.
ADP experience.
Workable or another applicant tracking system experience.
Experience with Excel pivot tables, lookup functions, or similar analytical tools.

Responsibilities

Partner with the corporate Talent Acquisition team and hiring leaders on corporate hiring.
Lead and coordinate high-volume retail store recruitment with store managers, using the applicant tracking system to manage requisitions and candidate flow.
Maintain accurate requisition details and current job descriptions, and participate in interviews as needed.
Coordinate onboarding from pre-communication through orientation and check-ins, and keep onboarding programs and materials current.
Oversee hiring procedures and background checks, coordinate offboarding, and conduct and document exit interviews for retail and corporate associates.
Respond to associate questions and concerns with empathy, consistency, and urgency.
Advise and coach store leaders and associates on workplace concerns, performance expectations, and corrective action.
Support employee relations matters and participate in workplace investigations in coordination with HR and Legal, escalating complex issues when appropriate.
Coordinate the annual performance review process, engagement surveys, internship programs, and other HR initiatives and events.
Coach leaders on delivering constructive feedback and managing performance.
Administer employee lifecycle transactions in ADP, including new hires, employee changes, and separations.
Maintain accurate HRIS data, personnel files, organizational charts, and confidential records.
Prepare HR reports and analytical insights for HR and business leaders.
Support compliance with applicable federal, New York State, New York City, and other relevant state and local employment requirements.
Help administer policies and processes, including NYC pay transparency and Paid Safe and Sick Leave requirements, Form I-9 compliance, workplace safety documentation, OSHA reporting, internal audits, and other applicable requirements.
Guide associates through leave-of-absence and policy processes and partner with the Benefits team to resolve questions.
Partner with Operations, Finance, Compensation, and HR leadership on headcount planning, compensation activity, and payroll budget support.
Balance urgent field needs with corporate deadlines and contribute to continuous improvement of HR processes.