Human Resources Generalist

Redemption Church•Greenville, SC

1d•Onsite

About The Position

The Human Resources Generalist owns the day-to-day human resources function for Redemption Church across all campuses and ministry entities. Based at the Greenville campus, this role carries end-to-end responsibility for talent acquisition, compensation and offer administration, onboarding and offboarding, payroll administration, benefits and leave programs, employee records, employment compliance and reporting, and staff engagement. Because the organization operates in both California and South Carolina, this position requires working knowledge of two distinct state employment law frameworks in addition to federal requirements. This is a hands-on, execution-oriented role with broad scope. You are the first point of contact for employees on payroll, benefits, policy, and employment questions; you maintain the systems and records that keep the organization compliant; and you partner with Finance and organizational leadership on workforce reporting, audits, and policy administration. Success in this role requires accuracy, discretion, sound judgment, and the ability to move between routine administration and time-sensitive compliance matters without losing either. In alignment with the mission, vision, and values of Redemption, the Human Resources Generalist upholds all policies and procedures outlined in the Redemption Employee Handbook and demonstrates professionalism and conduct consistent with a church environment.

Requirements

Bachelor’s degree in human resources, business administration, or a related field, or an equivalent combination of education and experience
Three to five years of progressive HR experience across multiple disciplines, such as payroll, benefits, recruitment, leave administration, or employment compliance
Experience processing payroll and maintaining accurate payroll and personnel records
Experience with annual benefits and payroll compliance reporting, such as ACA filings, census reporting, or plan and workers’ compensation audits
Working knowledge of federal employment requirements and the ability to research and apply state-specific laws
Experience supporting employees in multiple states or demonstrated ability to learn additional state requirements
Proficiency with HRIS and payroll platforms and intermediate spreadsheet skills
Strong organization, communication, problem-solving, and deadline-management skills

Responsibilities

Coordinate recruitment, including job descriptions, postings, applicant tracking, candidate screening, interviews, offers, and pre-employment requirements.
Administer compensation and wage offer processes, including salary analysis, offer development, and offer documentation consistent with organizational compensation practices, budget parameters, and applicable federal, California, and South Carolina wage and hour requirements.
Administer background checks, references, Form I-9 verification, and other required employment documentation.
Manage onboarding, orientation, and first-90-day processes in partnership with department leaders and IT, including new hire welcome materials, orientation resources, and system access requests.
Coordinate employee separations, including final pay requirements, benefits notices, system access removal, exit documentation, and return of organizational property.
Process regular, supplemental, housing allowance, bonus, manual, and termination payrolls accurately and on schedule.
Review timekeeping, overtime, meal and rest period premiums, deductions, garnishments, levies, liens, wage assignments, and other payroll transactions for compliance.
Maintain accurate employee, payroll, and HRIS records and support the HR, payroll, and benefits systems of record, including APS, Employee Navigator, Ramp, and Sage Intacct, ensuring data accuracy and system integrity.
Partner with Finance on payroll reconciliations, benefit deductions, tax reporting, audits, general ledger coding, and financial reporting.
Prepare and coordinate annual compliance reporting and filings, including ACA reporting, PCORI filings, census reporting, workers’ compensation audits, payroll audits, and other federal and state reporting requirements.
Provide payroll and timekeeping guidance to employees and managers.
Administer benefit enrollments, qualifying life events, employee communications, open enrollment, and vendor relationships; coordinate annual renewals by gathering carrier and broker information and preparing plan, cost, and utilization analysis for CFO review.
Coordinate retirement plan enrollment, contribution changes, distributions, communications, and annual reporting.
Administer federal, California, South Carolina, and organizational leave and disability programs, including FMLA, CFRA, paid family leave, short-term and long-term disability, eligibility determinations, required notices, documentation, and payroll coordination.
Manage workers’ compensation claims, including incident reporting, carrier communication, claim tracking, return-to-work coordination, and claim-related OSHA injury and illness recordkeeping; support annual carrier evaluation, renewal, experience modification review, and cost-containment efforts in partnership with Risk Management and the CFO.
Process employment verifications and employee benefit inquiries.
Maintain working knowledge of applicable federal, California, and South Carolina employment requirements, monitoring legislative and regulatory developments and assessing their impact on organizational policies, payroll practices, and leave administration.
Support compliance involving employee classification, wage and hour practices, leaves, personnel records, required notices, labor postings, and mandatory training.
Assign, track, and document completion of compliance and organizationally required training, and maintain employee policy acknowledgments and labor law posting records.
Maintain employee handbooks, policies, forms, personnel files, and confidential records in accordance with applicable record retention requirements, coordinating timely updates as requirements change and escalating substantive changes or legal concerns to leadership and outside counsel.
Support employee relations matters, including performance evaluations, disciplinary actions, performance improvement plans, workplace investigations, employee acknowledgments, and drug and alcohol testing programs.
Advise employees and managers on policies and employment practices while escalating complex or high-risk matters appropriately.
Maintain organizational charts, employee directories, position inventories, personnel records, and HR procedures across all entities and campuses.
Prepare reports on headcount, turnover, compensation, benefits participation, and other workforce metrics.
Coordinate HR documentation for financial, benefit plan, workers’ compensation, payroll, and regulatory audits.
Review HR processes and recommend improvements that promote accuracy, consistency, and efficiency.
Coordinate employee recognition, appreciation, wellness, and engagement initiatives.
Support staff meetings, workshops, training, celebrations, and team-building activities.
Promote a positive employee experience through proactive communication, relationship-building, and responsive staff support.