Human Resources Generalist

Blue View Builder•Oceanside, CA

About The Position

The HR Generalist is a hands-on operational partner responsible for delivering day-to-day people processes across recruiting, onboarding, employee relations, payroll and benefits support, performance management, training, records administration, and employment-law compliance. The role works closely with leadership and field/manufacturing teams to create consistent, compliant, and practical HR practices in a fast-paced construction, manufacturing, and technology environment. Core HR-generalist functions commonly include hiring, payroll and benefits administration, leave, policy enforcement, and employee-relations support.

Requirements

3–5 years of progressive HR generalist experience across multiple functional areas.
Working knowledge of recruiting, onboarding, employee relations, performance management, payroll/benefits support, and HR compliance.
Demonstrated ability to handle confidential information with sound judgment, discretion, and professionalism.
Strong written communication skills, including ability to prepare policies, offer letters, corrective-action documentation, and employee communications.
Strong organizational and project-management skills, with the ability to manage competing priorities and deadlines.
Proficiency with Microsoft 365, Excel, payroll platforms such as ADP and Gusto, and document-management systems.

Nice To Haves

HR experience in construction, manufacturing, modular housing, field operations, technology, or other multi-location environments.
Experience supporting both exempt and non-exempt workforces.
Knowledge of California employment law, including wage-and-hour, meal/rest-period, leave, accommodation, workers’ compensation, and personnel-file practices, where applicable.
Bilingual English/Spanish capability.

Responsibilities

Manage end-to-end recruitment for hourly, salaried, field, manufacturing, technical, and administrative positions.
Draft and post job descriptions; source, screen, interview, and coordinate candidate selection with hiring managers.
Prepare offer letters, pre-employment documentation, background-check coordination, and new-hire files.
Conduct new-hire orientation and coordinate onboarding plans, equipment access, system setup, required training, and 30/60/90-day check-ins.
Maintain applicant, hiring, and onboarding documentation in accordance with retention and confidentiality requirements.
Support workforce planning, staffing forecasts, succession planning, and use of temporary or contract labor as directed.
Serve as an initial HR contact for employee questions involving policies, payroll, benefits, workplace concerns, attendance, conduct, and career development.
Coach managers on documentation, feedback, performance expectations, corrective action, performance-improvement plans, and separations.
Conduct or support prompt, impartial, and well-documented workplace investigations, escalating sensitive matters to executive leadership as appropriate.
Coordinate the performance-review process, including forms, deadlines, manager guidance, completion reporting, and documentation.
Support employee-engagement, recognition, retention, communication, and culture-building initiatives.
Conduct exit interviews and identify trends or operational improvements from employee feedback.
Partner with finance, payroll providers, and managers to maintain accurate employee data, timekeeping, pay changes, deductions, commissions, reimbursements, and terminations.
Review time and attendance records for completeness and escalate potential overtime, meal/rest-break, or wage-and-hour issues.
Administer employee benefit enrollments, qualifying-life-event changes, open enrollment, employee communications, and vendor coordination.
Coordinate leave administration, including protected leave, personal leave, accommodation-related leave, workers’ compensation, and return-to-work processes.
Maintain confidential leave, benefit, payroll, and personnel records.
Support payroll and benefit audits, invoice review, reconciliations, and required reporting.
Maintain current knowledge of employment laws and implement practical compliance processes across company operations.
Administer required employment documentation, including I-9s, personnel files, wage notices, required postings, training records, and separation documentation.
Maintain and update the employee handbook, HR policies, job descriptions, standard forms, and manager toolkits.
Monitor compliance with wage-and-hour rules, employee classification, overtime practices, meal/rest periods, workplace safety-related HR requirements, and required employment training.
Prepare or support required regulatory reports, audits, claims responses, and requests for personnel documentation.
Maintain secure personnel, benefits, and compliance records; develop recurring HR reports and dashboards for leadership.
Coordinate with external employment counsel, brokers, payroll providers, workers’ compensation carriers, and other HR vendors when needed.
Partner with operations, manufacturing, construction, and safety leaders to support incident reporting, workers’ compensation administration, return-to-work programs, and required training records.
Assist in coordinating safety, harassment prevention, supervisor, workplace conduct, and other mandatory training.
Help standardize people processes across office, factory, construction-site, and remote workforces.
Support initiatives related to workforce productivity, staffing levels, employee retention, and organizational growth.