Human Resources Generalist

Boys & Girls Clubs of San Francisco•San Francisco, CA

41d•$32 - $34•Onsite

About The Position

The HR Generalist serves as a key point of connection between employees and the Human Resources team at BGCSF. This role blends core HR generalist responsibilities with a meaningful emphasis on people analytics — building and maintaining the metrics, dashboards, and data infrastructure that help HR and organizational leaders make informed, mission-aligned decisions. The role also provides legal operational support to the Legal Department. The ideal candidate brings an analytical mindset and genuine curiosity about people data, is comfortable working independently on open-ended problems, and looks for ways to improve processes and build for scale. They manage the new hire experience from onboarding through early integration, maintain HRIS data accuracy and compliance, and partner across HR functions — including recruiting, training, and benefits — to support BGCSF’s mission and people.

Requirements

Bachelor's degree in Human Resources, Business Administration, Psychology, Sociology, Economics, Industrial-Organizational Psychology, Organizational Behavior, or a related field — or equivalent professional experience.
3–5 years of HR generalist or HR coordinator experience.
Demonstrated experience generating reports and working with HR data in an HRIS.
Proficiency in Google Suite.
Experience building or maintaining HR dashboards or metrics reports, including presenting findings to senior stakeholders.
Ability to work independently on open-ended problems and manage priorities without close supervision.
Experience designing or improving HR processes — not just executing them.
Strong written and verbal communication skills; ability to explain data insights to non-technical audiences.
Knowledge of California employment law and HR compliance requirements.
Ability to manage multiple priorities and deadlines in a fast-paced environment.

Nice To Haves

Experience building reporting infrastructure or an analytics function from a low baseline.
Familiarity with people analytics frameworks and workforce planning methodologies.
Proficiency with using AI tools for data optimization and analysis.

Responsibilities

Manage all new hire administrative processes: Personnel Action Notice forms, change-of-employment and promotion letters, data entry for new hires and transfers in Paylocity.
Provide a welcoming onboarding experience; prepare and process new hire and termination packets.
Conduct 30-day check-ins with new hires to assess integration and flag any concerns.
Maintain HRIS (Paylocity) data accuracy: enter new hire data, update employee profiles, follow up on Personnel Action changes.
Manage background check compliance: initiate, monitor, and follow up on screenings.
Maintain TB status verifications and personnel file integrity (disciplinary, performance, I-9, benefits, workers’ comp).
Ensure employment records comply with all Federal, State, and local regulations.
Manage uniform distribution and inventory.
Design, build, and maintain HR dashboards tracking key workforce metrics: headcount, turnover, retention, time-to-fill, time-to-hire, absenteeism, and tenure distribution.
Generate and analyze reports from Paylocity on a regular cadence (weekly, monthly, quarterly); synthesize trends and surface insights for leadership decision-making — not just summaries.
Develop and maintain a People Metrics Scorecard aligned to BGCSF organizational goals; present findings to HR Director and senior leadership.
Track and report on DEI metrics including representation by department, level, and demographics; identify trends and recommend action areas.
Build and monitor dashboards for onboarding effectiveness: new hire retention at 30/60/90 days, orientation satisfaction, and ramp time; iterate on what’s being measured based on findings.
Maintain and analyze annual and pulse employee engagement survey data; synthesize results and recommend priorities to HR leadership.
Partner with Finance to provide accurate headcount and staff movement data for workforce planning and budget reconciliation.
Conduct regular audits of HRIS data integrity; identify and resolve discrepancies to ensure clean, reportable data.
Document data processes so workflows are repeatable and transferable as the organization grows.
Support ad hoc data pulls and analysis requests from HR team members and organizational leaders.
Respond to HR inbox inquiries with timeliness and judgment; route complex matters to appropriate HR team members and follow up to ensure resolution.
Process employment / wage verifications and reference checks.
Conduct audits of social security numbers, agency equipment, and performance review completion.
Maintain supply of new hire packets, employee handbooks, and HR forms.
Maintain I-9 documentation and conduct regular audits; follow up on expired documents in Paylocity.
Coordinate logistics for HR meetings, orientations, and other HR-related functions.
Assist with reconciliation of RAMP card transactions.
Support annual HR process calendar: open enrollment, performance review cycles, compliance training.
Build and maintain internal records systems (Google Drive, Paylocity and other systems).
Coordinate and support the Legal Department operational processes (management of legal contracting platform).
Coordinate logistics for New Hire Orientation, New Manager Orientation, and Staff Integration in partnership with the Staff Training & Development Specialist.
Manage the exit interview process; analyze offboarding data to identify trends in voluntary turnover and share insights with HR leadership.
Support and partner with the Recruiter on offers, seasonal transitions, and promotions; maintain accurate records of all employee status changes.
Partner with Finance to reconcile staff movement and ensure payroll accuracy.
Review and document process adjustments; support continuous improvement of HR workflows and procedures.