HR Generalist

LILT•Indianapolis, IN

About The Position

The HR Generalist is a developing HR professional who supports the execution of core people programs and processes across the employee lifecycle. Working with regular guidance from the VP of People, this role is responsible for day-to-day administration of benefits, onboarding and offboarding, leave management, compliance, and employee inquiries. The HRG is building depth across HR functional areas, developing judgment on routine to moderately complex situations, and growing into a trusted resource for employees and managers.

Requirements

2–3 years of HR experience in a generalist or HR operations/coordinator role.
Foundational knowledge of employment law and HR compliance requirements; ability to apply policy correctly and recognize when to escalate.
Hands-on experience with benefits administration, leave coordination, and employee onboarding/offboarding processes.
Strong attention to detail and organizational skills; able to manage multiple administrative tasks accurately and on time.
Clear written and verbal communication skills; professional and approachable with employees at all levels.
Proficiency with HRIS platforms and Google Suite; comfort with data entry, reporting, and basic analysis.
Bachelor's degree in HR, Business Administration, or related field; or equivalent experience.

Nice To Haves

PHR, SHRM-CP, or aPHR certification.
Experience supporting employees in a multi-state and global environment.
Familiarity with Rippling or a comparable HRIS.

Responsibilities

Administer health, dental, vision, life, disability, FSA/HSA, and retirement programs; support open enrollment logistics including employee communications, system updates, and carrier coordination.
Serve as a first point of contact for employee benefits and leave inquiries; provide guidance on eligibility and process, and escalate complex leave situations (FMLA, ADA accommodations, multi-jurisdiction matters) to HR leadership.
Maintain accurate benefits records across HRIS and carrier systems; flag discrepancies and support audits and compliance filings.
Coordinate day-one logistics for new hires — systems access, equipment, workspace setup, and hiring manager readiness — and facilitate new hire orientation covering HR policies, benefits enrollment, and key resources.
Process offboarding for all separation types, including exit interview scheduling, final pay coordination, systems deactivation, and COBRA notifications.
Maintain onboarding and offboarding checklists; identify process gaps and surface recommendations to improve consistency and the employee experience.
Support the administration of performance review cycles, including system preparation, employee and manager communications, and completion tracking.
Assist managers with navigating the performance management process; direct more complex coaching or corrective action situations to the VP of People.
Help maintain performance documentation templates and resources; flag process inconsistencies to HR leadership.
Serve as the first point of contact for routine employee inquiries about HR policies, handbook questions, and workplace concerns; provide accurate guidance and escalate as appropriate.
Support documentation of employee relations matters under the direction of the VP of People; assist with scheduling, note-taking, and file maintenance for ER cases.
Assist with handbook and policy updates; clearly communicate policy changes to employees on schedule.
Administer I-9 verification processes, including timely completion, re-verification, and audit readiness.
Maintain personnel files and HR records in compliance with applicable federal, state, and local retention requirements.
Support internal and external HR audits; prepare documentation, identify gaps, and help implement corrective actions under HR leadership guidance.
Maintain data accuracy in the HRIS; conduct regular audits and proactively correct records.
Pull standard HR reports on headcount, turnover, and other people metrics; support preparation of materials for leadership reviews.
Assist in identifying data trends and contributing to HR dashboards and reporting templates.
Support HR team initiatives, including system implementations, policy rollouts, and program administration; own assigned workstreams and meet deadlines reliably.
Assist with manager and employee communications, training logistics, and program materials across the HR function.
Bring a continuous improvement mindset to day-to-day work; proactively flag inefficiencies and suggest process improvements to the HR team.