HR Operations Generalist

OnPoint Medical Group•Highlands Ranch, CO

3h•$70,000 - $80,000•Onsite

About The Position

OnPoint Medical Group is a physician-led network, with a unique, progressive model of Physician Leadership in each of our family, internal medicine, OB-GYN and pediatric practices. OnPoint Medical Group is committed to expanding access to high-quality healthcare in our surrounding communities, in the most effective and affordable manner possible. This position will be on-site located at our corporate office in Highlands Ranch, Colorado. This position will be required to drive to locations when needed. Relocation is not available for this position. Position Summary The HR Operations Generalist is a mid‑level human resources professional responsible for independently supporting the full employee lifecycle, focusing on non‑provider, but will assist with all levels, within a healthcare organization. This role places significant emphasis on compensation strategy and decision‑making for clinic‑based positions (e.g., Medical Assistants, Patient Care Coordinators), ensuring internal equity, pay transparency, and compliance with the Colorado Equal Pay for Equal Work Act. The position also serves as a primary leader for employee relations investigations, conducting inquiries independently and guiding managers through performance, conduct, and policy‑related matters. This role requires strong judgment, high accountability, and experience operating in a regulated healthcare environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
Minimum 3–5 years of progressive HR experience, including:
Direct responsibility for compensation decisions, pay equity analysis, or market evaluation
Independent leadership of employee relations investigations, including interviewing, documentation, and recommending outcomes
At least 2 years of HR experience in a healthcare environment
Demonstrated knowledge of the Colorado Equal Pay for Equal Work Act and pay transparency requirements.
Experience supporting clinic‑based non‑provider workforces.
Strong analytical skills, judgment, and documentation capabilities.
Ability to work independently and advise managers with confidence and clarity.

Nice To Haves

HR certification (PHR, SHRM‑CP, SHRM‑SCP, or similar).
Experience in multi‑site healthcare organizations.
Proficiency with HRIS, ATS, compensation tools, and reporting systems.
HR Management experience

Responsibilities

Lead compensation decisions for clinic‑based non‑provider roles, including establishing starting pay, evaluating market competitiveness, performing internal equity reviews, and recommending pay adjustments.
Apply expert‑level knowledge of the Colorado Equal Pay for Equal Work Act, ensuring clinic job postings, pay transparency language, and compensation practices remain compliant.
Conduct compensation modeling and analysis to inform pay strategy across multiple clinic locations.
Maintain documentation of compensation rationale and partner with leadership to align pay practices with organizational philosophy and operational needs.
Serve as the primary HR investigator for employee relations matters, independently managing end‑to‑end investigations related to conduct, performance, behavior, and policy violations.
Conduct interviews, gather evidence, summarize findings, and provide recommendations for outcomes based on policy, precedent, and legal risk.
Partner with managers and leaders on complex performance management, corrective action, and conflict resolution.
Ensure all investigative documentation meets organizational, regulatory, and legal standards.
Manage full‑cycle recruiting for clinic non‑provider roles, including postings, screening, interviews, hiring recommendations, and offer development aligned with compensation strategy.
Collaborate with hiring managers to evaluate staffing needs and ensure consistency in selection and pay practices.
Coordinate pre‑employment processes, background checks, and required hiring documentation.
Interpret HR policies and employment laws applicable to a multi‑site healthcare organization, ensuring consistent and compliant application.
Coach managers on performance expectations, documentation, corrective action steps, and application of organizational policy.
Support policy updates, training, and compliance initiatives related to compensation, employee relations, and general HR operations.
Oversee orientation for non‑provider hires, ensuring compliance and accurate entry of employees into HR systems.
Educate managers and employees on HR practices, expectations, and organizational standards.
Support broader HR operations initiatives and special projects as assigned.
Conduct weekly orientation class