Human Resources Generalist

Midstate Radiology Associates•Wallingford, CT

13d•$65,500 - $91,900•Hybrid

About The Position

Midstate Radiology Associates (MRA) is hiring a full-time Human Resources Generalist to support daily HR department operations and provide cross-functional support and backup coverage for HR Specialists. Under the direction of the HR Director, the Generalist is responsible for performance management, employee relations, employee health and safety programs, workers’ compensation, and chairing the Safety Committee. The position is on-site in Wallingford, Connecticut, with potential for a hybrid schedule of three days on site per week after the first 90 days. The regular schedule is Monday through Friday, first shift, typically 8:30 a.m. to 5:00 p.m.; the candidate should be flexible to occasionally adjust hours based on departmental needs. The position is scheduled for 40 hours per week. Annualized salary is $65,500–$91,900, based on qualifications and experience. The Generalist assists the HR Director with employee relations matters, provides guidance to managers and employees, and coordinates performance evaluations and related processes. The role also administers safety and occupational health programs, coordinates incident investigations, manages workers’ compensation claims, maintains OSHA records, and supports return-to-work arrangements. In addition, the Generalist provides backup and operational support for leave administration, recruiting, benefits, payroll, and timekeeping. The role supports HR policy and procedure development, compliance, employee programs, and other initiatives as assigned. Candidates should have a bachelor’s degree in Human Resources, Business Administration, or a related field, a high school diploma or equivalent, and 3–5 years of HR experience. SHRM-CP certification is desirable. The ideal candidate is confident, organized, resilient, and able to handle sensitive workplace matters with sound judgment, professionalism, and discretion.

Requirements

High school diploma or equivalent.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
3–5 years of Human Resources experience.
Knowledge of employment-related laws and regulations.
Proficiency with Microsoft Office Suite or related software.
Proficiency with, or the ability to quickly learn, the organization’s HRIS and talent management systems.
Excellent verbal and written communication skills.
Strong interpersonal, negotiation, and conflict-resolution skills.
Strong organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and meet deadlines.
Ability to act with integrity, professionalism, and confidentiality.
Strong judgment and discretion when navigating sensitive workplace situations.
Ability to lift 15 pounds at times and access and navigate departments throughout the organization’s facilities.
Flexibility to occasionally adjust the work schedule based on departmental needs.

Nice To Haves

SHRM-CP certification.
Confidence, organization, resilience, strong interpersonal and coaching skills, and comfort partnering with operational managers on employee relations and performance management matters.

Responsibilities

Assist the HR Director with employee relations matters, including complaints, workplace conflicts, discipline, investigations, and terminations; participate in related meetings and activities as appropriate.
Guide and support managers on performance concerns, expectations, improvement plans, corrective action documentation, employee development, and consistent performance management practices.
Prepare, document, and follow up on employee relations matters.
Answer routine employee and manager questions about HR policies, procedures, and employment matters.
Maintain the performance management system, including evaluation forms, performance standards, and related documentation.
Coordinate introductory and annual performance evaluations, monitor schedules, communicate deadlines, and follow up with managers to support timely completion.
Identify opportunities to improve performance management processes, tools, and manager education.
Chair the Safety Committee and coordinate its meetings, agendas, documentation, and follow-up action items.
Administer occupational health and safety programs in accordance with applicable regulations and organizational policies.
Coordinate workplace incident reporting, investigation, documentation, and follow-up with employees, managers, and appropriate parties.
Manage workers’ compensation claims, including insurer reporting, communications, documentation, and follow-up.
Maintain OSHA recordkeeping and reporting requirements, including applicable injury and illness records.
Coordinate return-to-work processes after occupational injuries, including review of restrictions and potential modified-duty arrangements.
Work with managers and organizational stakeholders to identify safety concerns and recommend corrective or preventive measures.
Assist with the development, communication, and implementation of safety policies, procedures, and educational initiatives.
Support leave administration, including FMLA, CTFMLA, CT Paid Leave, disability-related leave, and other applicable leave programs.
Assist with recruiting activities, including requisitions, job postings, applicant tracking, candidate communications, and recruitment coordination.
Assist with benefits administration, including employee inquiries, enrollments, changes, and annual open enrollment.
Assist with payroll and timekeeping activities, including inquiries, timecard review, payroll processing, and follow-up.
Provide cross-functional support and backup coverage for HR Specialists, maintaining working knowledge of their responsibilities, systems, and workflows.
Assist with developing, communicating, and implementing HR policies; maintain current documentation of HR procedures and workflows.
Maintain compliance with processes and confidentiality requirements, and support compliance with applicable federal, state, and local employment laws and regulations.
Support employee programs and other HR initiatives as assigned, and participate in company events as necessary.
Perform other duties as assigned.
Sit for prolonged periods while working at a desk and computer, lift up to 15 pounds at times, and access and navigate departments throughout the organization’s facilities.