Human Resource Generalist II

AMECO•Harrison, OH

11h

About The Position

The Human Resources Generalist II plays a key role in delivering efficient, compliant, and data‑driven HR support. This position requires regular use of independent judgment and discretion, particularly in areas involving HR systems, reporting, policy interpretation, and employee relations support. The role partners with employees and managers to provide guidance on HR processes, policies, and performance management practices while ensuring accuracy and integrity of HR data, documentation, and compliance activities. Principal Duties & Responsibilities Maintain personnel files in compliance with applicable requirements. Input personnel/position changes and other information (e.g., salaries, locations, authorized access, etc.) into computerized databases. Update and maintain various logs/reports. Provide information to employees and respond to clients’ questions. Provide assistance and information to employees, applicants and other agencies on Human Resources functions, activities, and services. Prepare letters, memos, routine reports, and other correspondence and documents. Prepare various reports and supporting documents (e.g., employment verifications, folders, paperwork) to provide required information and documentation to internal and external stakeholders. Process documents, data, and materials (e.g., Human Resources Information System, etc.) for the purpose of disseminating information to appropriate parties and inputting data. Schedule a variety of meetings and employee events (e.g., Employee Mobilization & Onboarding, Orientation, applicant interviews, arrangements for facilities, etc.) for the purpose of meeting the needs of the department(s) or project initiatives Analyze and make independent recommendations regarding solutions to problems with varying complexity in accordance with organization and/or project objectives and guidelines. Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner, set priorities, and meet deadlines. Plan and organize own work assignments, as well as execute tasks assigned by management staff. Maintain compliance with all applicable policies, procedures, and global standards. Adhere to and support 's Health, Safety & Environmental and Sustainability Policies May need to travel to deal with business related matters. Meet expectations on attendance and punctuality. Other duties as assigned. Employee Relations & Performance Management Develop an understanding of the company’s organizational structure, corporate culture, and business objectives. Provide guidance to managers and employees on performance management processes, documentation, and best practices. Participate in the early stages of employee relations matters through information gathering, documentation review, and preliminary issue assessment. Partner with HR leadership to prepare summaries, reports, and recommendations related to ER matters. Help maintain a positive employee relations climate by proactively responding to employee inquiries and coaching managers on appropriate HR practices. Manager Coaching, Training & Support Train and coach managers on HR processes including hiring, onboarding, performance reviews, corrective actions, and policy application. Support the development and delivery of HR Training content related to policy updates, compliance topics, HR system use, and management responsibilities. Serve as a resource for managers navigating routine HR tasks and decisions. HRIS, Reporting & Analytics Maintain, audit, and optimize HRIS data, ensuring accuracy and compliance with organizational and regulatory requirements. Process employee status, job, compensation, and organizational changes in HRIS with strong attention to detail and in a timely fashion. Generate recurring and ad‑hoc reports, dashboards, and analytical summaries to support workforce planning, compliance audits, and HR decision‑making. Analyze HR metrics (turnover, headcount, time-to-fill, performance cycles, etc.) and provide insights to HR leadership and management. Collaborate with HRIS service provider to resolve issues and/or enable enhancements. Policy Development, Compliance & Governance Assist in the development, review, and implementation of HR policies, standard operating processes, and compliance procedures. Interpret and communicate company policies, employment laws, and HR practices to employees and managers. Support compliance initiatives including audits, record‑keeping standards, EEO, FMLA, FLSA, and other regulatory obligations. Prepare compliance documentation, summaries, and reports for internal and external stakeholders. Work Processes, Documentation & Administration Maintain personnel files and digital records in accordance with retention standards and legal requirements. Develop and prepare HR documentation, including letters, memos, fillable forms, and standardized reports. Support HR workflows such as onboarding, offboarding, employee data changes, performance management cycles, and compliance documentation. Coordinate HR meetings, training sessions, onboarding programs, and HR‑related events. Balance multiple priorities, manage deadlines, and independently organize work assignments. Benefits & Compensation Support Provide employees with information related to benefits programs and direct them to appropriate resources or providers. Produce ad‑hoc compensation summaries, detailed reports, and analytical insights to assist with employee and group compensation programs. Contribute to organizational compensation cycles, including annual salary planning and the coordination of commission and bonus plan activities. Recruiting & Talent Acquisition Support Maintain accurate and timely applicant and requisition data within the applicant tracking system (ATS). Assist with candidate screening, including reviewing resumes for qualifications and coordinating next steps with hiring managers. Partner with hiring managers to clarify job requirements, posting needs, and recruitment timelines as needed. Assist in drafting or updating job descriptions to ensure clarity, consistency, and alignment with organizational needs. Support talent pipeline development by maintaining candidate pools and engaging in passive sourcing where needed. Ensure a positive candidate experience by providing timely updates, clear communication, and professional support throughout the hiring process.

Requirements

Bachelor’s degree in HR, Business, or related field, and three (3) years of relevant HR experience; OR an equivalent combination of education and experience totaling seven (7) years.
Strong communication skills with the ability to partner effectively with employees, managers, and stakeholders.
Working knowledge of employment laws and regulations.
Technical proficiency in HRIS platforms, Excel/spreadsheets, and standard office software.
Ability to manage sensitive information with a high degree of confidentiality.
Ability to manage change and stressful situations.
Experience supporting HRIS administration, reporting, and analytics.
Demonstrated ability to provide HR guidance and coaching to managers.
Strong problem‑solving skills with the ability to develop solutions for moderately complex issues.
Ability to build trust, influence effectively, and navigate change in a fast‑paced environment.

Nice To Haves

Experience supporting HR policy creation, compliance initiatives, and/or performance management programs preferred.

Responsibilities

Maintain personnel files in compliance with applicable requirements.
Input personnel/position changes and other information (e.g., salaries, locations, authorized access, etc.) into computerized databases.
Update and maintain various logs/reports.
Provide information to employees and respond to clients’ questions.
Provide assistance and information to employees, applicants and other agencies on Human Resources functions, activities, and services.
Prepare letters, memos, routine reports, and other correspondence and documents.
Prepare various reports and supporting documents (e.g., employment verifications, folders, paperwork) to provide required information and documentation to internal and external stakeholders.
Process documents, data, and materials (e.g., Human Resources Information System, etc.) for the purpose of disseminating information to appropriate parties and inputting data.
Schedule a variety of meetings and employee events (e.g., Employee Mobilization & Onboarding, Orientation, applicant interviews, arrangements for facilities, etc.) for the purpose of meeting the needs of the department(s) or project initiatives
Analyze and make independent recommendations regarding solutions to problems with varying complexity in accordance with organization and/or project objectives and guidelines.
Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner, set priorities, and meet deadlines.
Plan and organize own work assignments, as well as execute tasks assigned by management staff.
Maintain compliance with all applicable policies, procedures, and global standards.
Adhere to and support 's Health, Safety & Environmental and Sustainability Policies
May need to travel to deal with business related matters.
Meet expectations on attendance and punctuality.
Other duties as assigned.
Develop an understanding of the company’s organizational structure, corporate culture, and business objectives.
Provide guidance to managers and employees on performance management processes, documentation, and best practices.
Participate in the early stages of employee relations matters through information gathering, documentation review, and preliminary issue assessment.
Partner with HR leadership to prepare summaries, reports, and recommendations related to ER matters.
Help maintain a positive employee relations climate by proactively responding to employee inquiries and coaching managers on appropriate HR practices.
Train and coach managers on HR processes including hiring, onboarding, performance reviews, corrective actions, and policy application.
Support the development and delivery of HR Training content related to policy updates, compliance topics, HR system use, and management responsibilities.
Serve as a resource for managers navigating routine HR tasks and decisions.
Maintain, audit, and optimize HRIS data, ensuring accuracy and compliance with organizational and regulatory requirements.
Process employee status, job, compensation, and organizational changes in HRIS with strong attention to detail and in a timely fashion.
Generate recurring and ad‑hoc reports, dashboards, and analytical summaries to support workforce planning, compliance audits, and HR decision‑making.
Analyze HR metrics (turnover, headcount, time-to-fill, performance cycles, etc.) and provide insights to HR leadership and management.
Collaborate with HRIS service provider to resolve issues and/or enable enhancements.
Assist in the development, review, and implementation of HR policies, standard operating processes, and compliance procedures.
Interpret and communicate company policies, employment laws, and HR practices to employees and managers.
Support compliance initiatives including audits, record‑keeping standards, EEO, FMLA, FLSA, and other regulatory obligations.
Prepare compliance documentation, summaries, and reports for internal and external stakeholders.
Maintain personnel files and digital records in accordance with retention standards and legal requirements.
Develop and prepare HR documentation, including letters, memos, fillable forms, and standardized reports.
Support HR workflows such as onboarding, offboarding, employee data changes, performance management cycles, and compliance documentation.
Coordinate HR meetings, training sessions, onboarding programs, and HR‑related events.
Balance multiple priorities, manage deadlines, and independently organize work assignments.
Provide employees with information related to benefits programs and direct them to appropriate resources or providers.
Produce ad‑hoc compensation summaries, detailed reports, and analytical insights to assist with employee and group compensation programs.
Contribute to organizational compensation cycles, including annual salary planning and the coordination of commission and bonus plan activities.
Maintain accurate and timely applicant and requisition data within the applicant tracking system (ATS).
Assist with candidate screening, including reviewing resumes for qualifications and coordinating next steps with hiring managers.
Partner with hiring managers to clarify job requirements, posting needs, and recruitment timelines as needed.
Assist in drafting or updating job descriptions to ensure clarity, consistency, and alignment with organizational needs.
Support talent pipeline development by maintaining candidate pools and engaging in passive sourcing where needed.
Ensure a positive candidate experience by providing timely updates, clear communication, and professional support throughout the hiring process.