HR Generalist

Valley Medical•Burnsville, MN

17d•Hybrid

About The Position

Valley Medical and Wellness is seeking an HR Generalist to perform professional-level, hands-on human resources work across the employee lifecycle. This role is responsible for the accurate and timely execution of recruiting, onboarding, employee records, benefits, leave administration, compliance, reporting, audits, performance-process support, and payroll backup activities. The HR Generalist will serve as a responsive resource to employees and leaders while maintaining confidentiality, sound judgment, and consistent follow-through. This is an execution-focused individual contributor position that requires strong organization, attention to detail, comfort working across multiple HR and vendor systems, and the ability to identify gaps, complete quality checks, and move work to completion. Senior leadership remains closely involved in significant employee-relations matters, terminations, legal discussions, and final policy or business decisions. The role offers opportunities for continued professional growth and expanded responsibility for the right candidate who demonstrates strong performance, initiative, sound judgment, and alignment with the company culture.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field; equivalent relevant education and progressively responsible HR experience may be considered.
Three or more years of broad HR generalist, coordinator, or specialist experience with demonstrated ownership of administrative HR processes.
Working knowledge of employment law, employee relations, onboarding, benefits, leave administration, performance management, recordkeeping, and compliance.
Proficiency with HRIS, payroll, Microsoft Office, and workflow-tracking tools; experience with BambooHR and ADP is strongly preferred.
Strong written and verbal communication skills with the ability to explain requirements clearly and interact effectively with employees, leaders, and vendors.
Demonstrated ability to prioritize competing deadlines, maintain detailed trackers, follow through independently, and produce accurate work.
High integrity, professionalism, discretion, and ability to protect confidential and sensitive information.

Nice To Haves

PHR, SHRM-CP, or comparable HR certification.
Experience in healthcare, a regulated workplace, or a growing entrepreneurial organization.
Experience creating efficient workflows, audit tools, dashboards, standard operating procedures, or HR process automation.
Hands-on payroll processing, benefits administration, leave management, and vendor-management experience.

Responsibilities

Recruitment coordination: Post openings, source and screen applicants, schedule and conduct interviews, and maintain timely candidate communication.
Manager partnership: Work with hiring leaders to clarify job requirements, competencies, schedules, and selection criteria.
Pre-employment process: Prepare offer documentation and coordinate background checks, drug screens, references, required authorizations, and other hiring contingencies.
Hiring records: Maintain complete applicant and selection documentation and support compliant, consistent hiring practices.
End-to-end onboarding: Own and monitor the onboarding checklist from accepted offer through successful completion of all pre-employment and new-hire requirements.
Systems and vendor portals: Coordinate tasks across BambooHR, ADP, benefits systems, and external vendor portals; track dependencies, deadlines, approvals, and missing items.
New-hire orientation: Conduct HR orientation, benefits enrollment support, policy review, required acknowledgments, I-9 completion, and culture and workplace-expectation training.
Training coordination: Assign and track required training, follow up on overdue items, maintain training records, and partner with operational trainers and leaders.
Process improvement: Maintain onboarding trackers, templates, instructions, and standard work; recommend workflow improvements and automation opportunities.
Employee support: Respond to routine employee questions and concerns promptly, professionally, and consistently; escalate sensitive or higher-risk matters appropriately.
Issue intake and documentation: Gather relevant facts, maintain organized records, prepare timelines and summaries, and support workplace investigations under senior HR direction.
Performance processes: Assist leaders with coaching documentation, corrective actions, performance improvement plans, and follow-up tracking to ensure required steps are completed.
Conflict resolution: Help facilitate constructive communication and resolution of routine workplace concerns while applying policy consistently.
Leadership involvement: Coordinate closely with senior leadership on significant employee-relations matters, terminations, accommodations, legal issues, and decisions with organizational risk.
Benefits administration: Support enrollments, qualifying life events, employee questions, vendor coordination, invoice review, open enrollment, and benefits-related communications.
Leave administration: Administer and track FMLA, Minnesota Paid Leave, ESST, disability, workers’ compensation, accommodations, and other applicable federal, state, and company leave programs.
Payroll backup: Serve as a trained backup for payroll processing, including review of timekeeping, employee changes, deductions, and payroll reports; investigate discrepancies and meet deadlines.
Data reconciliation: Audit employee, benefits, leave, payroll, and HRIS data for accuracy and promptly resolve discrepancies.
Employment compliance: Support compliance with applicable federal, state, and local employment laws and healthcare workplace requirements.
HRIS and personnel records: Maintain complete, accurate, and confidential electronic personnel files and HRIS records, including status, compensation, credential, training, and separation documentation.
Routine audits and quality checks: Perform scheduled audits of personnel files, I-9s, onboarding records, payroll changes, benefits elections, leave records, training completion, credentials, and HR workflows.
Regulatory reporting: Prepare and maintain required reports and filings, which may include EEO-1, OSHA, 401(k), workers’ compensation, unemployment, and other compliance submissions.
Metrics and follow-up: Prepare recurring HR reports and trackers, identify missing or overdue items, communicate findings, and verify that corrective actions are completed.
Audit readiness: Organize supporting documentation for internal reviews, benefit-plan audits, 401(k) audits, government inquiries, and other compliance requests.
Policies and procedures: Draft, update, communicate, and consistently apply HR policies, procedures, forms, templates, and manager guidance.
Separation administration: Coordinate offboarding tasks, final documentation, systems notifications, benefits notices, property return, and personnel-file closure.
Daily HR operations: Manage assigned HR inboxes, employee requests, deadlines, recurring tasks, and follow-ups with a high level of responsiveness and ownership.
Cross-functional support: Partner with Operations, Clinical, Laboratory, Training, Finance, and external vendors to complete HR-related work and resolve process gaps.
Workplace safety: Support occupational health and safety initiatives, required training, incident documentation, and corrective-action tracking.
Safety reviews: Participate in workplace walkthroughs and safety or compliance meetings and follow up on identified action items.
Injury and claim coordination: Support timely reporting, documentation, employee communication, and carrier coordination for work-related injuries and workers’ compensation matters.