HR Generalist

International Institute of New England•Boston, MA

20h

About The Position

The mission of the International Institute of New England (IINE) is to create opportunities for refugees and immigrants to succeed through resettlement, education, career advancement and pathways to citizenship. One of the oldest and largest human services organizations for New Americans in the region, IINE serves more than 9,000 people each year in Boston and Lowell, Massachusetts, and Manchester, New Hampshire. Our programs include case management, youth and family services, English for Speakers of Other Languages (ESOL), employment and skills training, and immigration legal services. A dynamic, forward-looking, and rapidly growing non-profit organization, we seek well-qualified, solutions-focused candidates who are experts in their respective fields. Successful candidates will join a committed team of professional staff and volunteers who are devoted to welcoming and serving new Americans. Position Summary Reporting to the Senior Director of Human Resources, the Human Resources Generalist is responsible for executing core HR functions with a focus on recruiting, onboarding, offboarding, employee relations and benefits administration. This role ensures a seamless employee experience across the lifecycle, while driving an effective HR business partner model to support assigned departments. The ideal HR Generalist is hands-on and comfortable managing HR processes, partnering with staff, managers, leadership and the rest of the HR team to deliver an exceptional employee experience.

Requirements

Bachelors degree in human resources, Business Administration, Nonprofit Management, or a related field
A minimum of 4 years of HR or People Operations experience, ideally in a nonprofit or a mission-driven environment.
Demonstrated hands-on experience managing recruiting, onboarding, and benefits administration.
Excellent communication, relationship-building, and problem-solving skills.
A genuine passion for supporting people and fostering inclusive, values-driven workplaces.

Nice To Haves

Knowledge of employment laws and HR compliance best practices, preferred but not required
Experience with HRIS and ATS systems, strongly preferred

Responsibilities

Recruiting & Onboarding Lead full-cycle recruitment for a range of roles, from program and administrative staff to leadership positions in assigned department.
Lead recruitment and onboarding to attract diverse, mission-driven talent.
Partner with hiring managers to design thoughtful job descriptions, competency-based hiring processes that attract mission-aligned talent.
Manage all stages of recruitment, from posting and outreach to interviews and offers, ensuring a positive experience for every applicant.
Oversee and continuously improve onboarding programs to ensure new hires feel welcomed, informed, and connected to our mission and culture.
Employee Experience & Offboarding Cultivate a positive, people-centered employee experience throughout the entire lifecycle.
Manage offboarding processes including coordination of separation procedures, exit interviews, final documentation, and feedback collection to improve retention and culture.
Support managers and staff with day-to-day HR guidance, performance conversations, and professional development opportunities as directed by the head of the HR department.
Help maintain and communicate HR policies and resources Support employee engagement initiatives, and communication strategies to strengthen culture and morale as directed by the head of the HR department
Benefits Administration & HR Operations Support employees in navigating IINEs benefit programs, including health insurance, retirement plans, and leave policies
Maintain HR systems and employee records, ensuring timely updates to employee records, reporting, and compliance documentation.
Partner closely with Finance and third-party payroll vendor to ensure seamless coordination of pay and benefits for assigned departments.
Employee Relations Coach managers on employee relations, performance management, and team effectiveness.
Ensure compliance with employment laws and promote equitable workplace practices.
Support workforce planning and succession to sustain programs and funding commitments.
Use HR data to guide decisions that strengthen engagement, retention, and organizational impact.
HR Business Partnering Serve as the primary HR point of contact for assigned departments ensuring staff inquiries are attended to with care and timeliness Collaborate on initiatives that strengthen organizational culture, equity, and employee well-being as directed by the head of the HR department