HR Generalist

Chesapeake Urology•Owings Mills, MD

20d•$60,000 - $75,000

About The Position

The HR Generalist is a front-line HR partner who supports employees and managers throughout the employee lifecycle. The role leads onboarding and offboarding, provides day-to-day assistance with HR policies, employee relations, performance management, and leave, and handles routine matters. The HR Generalist partners with the HR Business Partner on moderately complex matters and escalates sensitive or higher-risk issues. The position also supports HR operations and data integrity by processing employee changes in Workday, maintaining documentation and reports, applying policies consistently, and recommending process improvements. It works collaboratively with teams across HR, Payroll, Benefits, Finance, and operations to help deliver a positive employee experience and support the practice’s mission.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
2–3 years of progressively responsible HR experience in areas such as onboarding, HR operations, leave administration, employee relations support, or generalist work.
Experience facilitating onboarding, orientation, or training sessions.
Experience with employee relations intake and documentation, and supporting managers on routine matters.
Working knowledge of employment practices.
Proficiency in Microsoft Office and HRIS platforms.
Attendance is an essential job function.
Sound judgment, integrity, and discretion with sensitive information.
Ability to build trust with employees and leaders while remaining objective and consistent.
Ability to recognize when to escalate issues and involve appropriate partners.
Professional, clear, and warm communication skills, including in difficult conversations.
Ability to deliver polished presentations and facilitate sessions for new hires, managers, and leaders.
Strong attention to detail in employee data, documentation, and HR transactions.
Ownership, follow-through, and ability to balance multiple priorities in a fast-paced environment.
Ability to collaborate with HR, Payroll, Finance, Benefits, and operational teams.

Nice To Haves

Multi-state employment practices experience.
Workday experience.

Responsibilities

Lead the new-hire experience from offer acceptance through the first 90 days, including pre-boarding communications, first-day logistics, and check-ins with new hires and managers.
Coordinate and facilitate New Hire Orientation, partnering with Operations, Practice Development, Compliance, and other stakeholders to keep content and processes current.
Lead offboarding, including exit communications and interviews, and coordinate with Payroll, Benefits, and IT on final pay, benefits information, and return of equipment and access.
Gather feedback from new hires, exit interviews, and employee conversations; identify themes and recommend improvements to employee experience and retention.
Serve as a frontline resource for employees and managers on policies, HR programs, and routine workplace concerns; gather information, coordinate follow-up, and escalate sensitive or higher-risk matters.
Guide managers through established performance management processes, including setting expectations, preparing coaching and corrective-action documentation, and monitoring follow-through.
Participate in workplace investigations and employee relations reviews under the guidance of the HR Business Partner, including document review, interview coordination, fact gathering, and recordkeeping.
Support leave administration, including Maryland FAMLI, by coordinating with third-party administrators, tracking documentation, monitoring workflows, and keeping employees and managers informed.
Coordinate unemployment claims by preparing and submitting documentation, monitoring claim activity, and maintaining records; partner with the HR Business Partner on hearings, appeals, and complex cases.
Review and process employee changes in Workday, ensuring documentation, approvals, and data are accurate and complete; support data integrity through audits, validation, and cleanup.
Prepare and maintain HR trackers, reports, templates, manager resources, workforce data, and HR dashboards while protecting confidentiality.
Apply HR policies consistently, identify recurring questions or process gaps, and recommend improvements to guidance, tools, and standard operating procedures.
Support organizational initiatives and workforce changes by coordinating communications and documentation and following up with employees and leaders.
Perform other responsibilities as assigned in support of the organization’s mission.