Human Resources Generalist

Bask & Lather•Yonkers, NY

About The Position

We are seeking a highly organized and process-driven Human Resources Generalist to own and optimize our HR function as we continue to scale. This role will be fully responsible for payroll processing, as well as ensuring recruiting, onboarding, employee documentation, and PTO processes are consistent, compliant, and seamless. You will provide structure and partner with our Office Administrator and leadership to support a positive and efficient employee experience.

Requirements

5–7+ years of progressive human resources, including hands-on payroll ownership.
Strong, demonstrated expertise in New York State labor laws, employment regulations, and compliance requirements.
Proven experience creating, updating, and enforcing HR policies and employee handbooks.
Deep understanding of wage and hour laws, PTO, sick leave, paid family leave, employee classification, and termination practices.
Proven ability to manage payroll independently with accuracy and compliance.
Experience managing recruiting pipelines, onboarding, and employee documentation.
Proficiency with HRIS, ATS, and payroll systems (e.g., ADP, Paychex, Gusto, Paylocity).
Highly organized, detail-oriented, and process-driven.
Strong communication skills with the ability to coach Generalists and advise leadership.

Responsibilities

Own and manage the end-to-end payroll process independently.
Ensure accurate and timely processing of semi-monthly/bi-weekly/monthly payroll (depending on company cadence).
Process new hires, terminations, promotions, and compensation changes.
Audit timekeeping, PTO balances, and deductions to ensure accuracy.
Ensure compliance with federal, state, and local payroll regulations.
Reconcile payroll reports with finance for accuracy and compliance.
Maintain confidentiality and secure handling of payroll data.
Serve as the internal expert on New York State labor laws, including wage and hour, overtime, sick leave, paid family leave, PTO, termination practices, and employee classification.
Draft, implement, update, and enforce HR policies, SOPs, and employee handbooks to ensure ongoing legal compliance.
Monitor regulatory changes at the federal, state, and local level and proactively update policies and practices accordingly.
Ensure consistent policy interpretation and enforcement across departments to reduce legal and operational risk.
Manage the full recruiting pipeline across multiple roles, ensuring candidates move smoothly through each stage.
Partner with hiring Generalists to define role requirements, interview processes, and scorecards.
Oversee candidate experience, ensuring timely communication and professionalism at all stages.
Collaborate with external recruiters or agencies as needed.
Standardize and execute the onboarding process for all new hires, including checklists, systems access, and role readiness.
Develop and maintain consistent employee documentation practices (feedback, performance notes, HR files).
Implement clear processes for probationary reviews, performance check-ins, and employee development.
Manage PTO, attendance, and leave-tracking systems to ensure accuracy and compliance.
Monitor compliance with labor laws, HR policies, and internal procedures.
Maintain up-to-date HR documentation, employee handbooks, and SOPs.
Oversee benefits administration, ensuring accuracy and timely updates.
Provide coaching and mentorship to the HR Coordinator, ensuring they support day-to-day tasks efficiently.
Train Generalists on best practices for interviewing, onboarding, and performance feedback.
Partner with leadership on employee engagement, retention initiatives, and HR-related projects.
Benefits strategy: Not only administering, but assessing plan competitiveness and leading annual open enrollment.
Employee wellness: Overseeing wellness initiatives (mental health, DEI programs, engagement surveys).
Culture & engagement: Driving surveys, analyzing results, and leading action plans.
Investigations & Employee Relations: Handling complaints, grievances, investigations, and disciplinary actions.
EEO/ADA/OSHA compliance: Ensuring practices meet Equal Employment Opportunity, workplace safety, and disability requirements.
Policy enforcement: Not just maintaining handbooks, but enforcing policies consistently and updating based on regulatory changes.
HRIS ownership: Implementing, maintaining, and optimizing HRIS tools beyond payroll and ATS.
Analytics & reporting: Building dashboards for turnover, retention, DEI metrics, and headcount forecasting.
Compensation benchmarking: Reviewing pay structures against the market to maintain competitiveness.
Performance management systems: Designing and managing reviews, calibration sessions, and merit/bonus cycles.
Succession planning: Identifying and supporting development of high-potential employees.