Human Resources Generalist

Everspring Inc•Chicago, IL

37d•$65,000 - $85,000•Hybrid

About The Position

As a Human Resources Generalist at Everspring, your primary focus will be the accurate, timely administration of payroll and employee benefits. Your second core responsibility will be managing day-to-day HR operations, including Paylocity, the shared HR inbox, employee lifecycle administration, records, and process improvement. You will also provide first-line employee relations support and coordinate performance and development processes. Success in this position requires strong attention to detail, responsive employee service, sound judgment, and consistent follow-through. The Human Resources Generalist supports the Executive Director of Human Resources by owning payroll and benefits administration, managing core HR operations, and providing responsive support to employees and managers.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
Two to three years of progressive HR experience in an organization with 100 or more employees.
Demonstrated experience administering payroll and employee benefits, including payroll validation, employee changes, benefits enrollment, and issue resolution.
Prior experience with Paylocity is required, including maintaining accurate employee data and resolving system or vendor issues.
Experience managing core HR operations, employee lifecycle processes, records, and shared-service requests with accuracy, responsiveness, and consistent follow-through.
Experience supporting employee relations and performance management with discretion, sound judgment, empathy, and consistent follow-through.
Working knowledge of federal and state employment laws and the ability to interpret and apply HR policies consistently.
Strong communication, interpersonal, problem-solving, organizational, and prioritization skills, with high standards of confidentiality and ethics.

Responsibilities

Own semi-monthly payroll processing, including employee-file updates, bonus and incentive pay, exceptions, hourly employee validations, and benefit changes.
Lead the day-to-day administration of employee benefits, including enrollment, leaves of absence, status changes, employee inquiries, and issue resolution.
Serve as the primary employee contact for payroll, benefits, compensation, and leave questions, providing accurate and timely responses and follow-through.
Reconcile payroll and benefit records, audit employee information for accuracy, and resolve discrepancies promptly.
Liaise with benefit providers to process changes, resolve exceptions, maintain consistent records, and support the annual benefit-renewal process.
Act as Everspring's in-house Paylocity expert, maintain accurate employee data, partner with the Paylocity support team, and improve system workflows to meet business needs.
Own and facilitate the shared HR inbox by triaging requests, coordinating responses and follow-up, tracking matters to resolution, and escalating sensitive, complex, or high-risk issues to the Executive Director of Human Resources as needed.
Manage employee lifecycle administration, including onboarding, orientation, offboarding, promotions, transfers, leaves of absence, and related HRIS updates.
Support talent-acquisition processes and coordinate the administrative steps required for a smooth candidate and new-hire experience.
Maintain and communicate the employee handbook, employee directory, organizational chart, policies, and related HR resources.
Maintain accurate and confidential employee records, apply HR policies consistently, support compliance with employment laws, and recommend practical improvements to HR processes.
Provide first-line employee-relations support by gathering information, documenting concerns, recommending next steps, and escalating complex, sensitive, or high-risk matters to the Executive Director of Human Resources.
Guide managers on routine employee-relations and performance matters, including feedback, expectations, documentation, and consistent application of company policies.
Coordinate the performance management cycle, including goal setting, performance reviews, follow-up actions, improvement plans, and development planning.
Identify development needs, track participation and completion, and bring forward practical learning and employee-development recommendations.
Support employee engagement through company-wide meetings, events, activities, and other initiatives that strengthen the employee experience.