Human Resources Generalist

McCoy-Rockford Inc•San Antonio, TX

1d•Onsite

About The Position

The HR Generalist serves as the primary day-to-day Human Resources resource for McCoy Rockford employees and managers across the Austin and San Antonio (Rio Grande) markets. This is an in-office role based in Austin or San Antonio. This hands-on role independently supports HR operations across Austin and San Antonio in recruiting, onboarding, time and attendance management, and commission processing, employee communications, HR systems, invoice reconciliation, compliance, employee relations, benefits administration, audit readiness, and general employee support. The position maintains a strong local presence while partnering closely with the broader HR team and escalating higher-risk employee relations, leave, investigation, accommodation, compensation, policy, or strategic matters to senior HR or leadership. The role also serves as a trained backup for semi-monthly and biweekly payroll processing and helps maintain accurate records, strong internal controls, and year-round compliance readiness.

Requirements

Minimum five years of progressive HR experience, preferably in an HR Generalist, HR Operations, or similarly broad role supporting employees and managers independently.
Hands-on experience with recruiting, onboarding, employee lifecycle administration, benefits, payroll processing, and commissions.
Experience with ADP Workforce Now or another major HRIS/payroll platform strongly preferred; multi-location HR support experience preferred.
Working knowledge of federal and Texas employment laws and general HR compliance requirements.
Advanced proficiency with Microsoft Excel, Word, Outlook, PowerPoint, SmartDraw, and SharePoint.
Strong attention to detail, accuracy, organization, follow-through, and ability to manage multiple priorities and recurring deadlines.
Sound judgment with the ability to recognize when matters require escalation and to appropriately handle confidential information.
Strong written and verbal communication, customer service, and relationship-building skills.
Strong analytical and problem-solving ability, including researching discrepancies and driving issues through resolution.
Comfort working with payroll, benefits, financial, HRIS, and employee data.
Self-starter who works independently, adapts to changing business needs, and remains closely connected to the broader HR team.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
Experience with HR/benefits invoice reconciliation and HR, payroll, retirement plan, or compliance audits preferred.
SHRM-CP or PHR certification is a plus.

Responsibilities

Serve as the primary day-to-day HR resource for Austin and San Antonio employees and managers, providing timely guidance on routine HR processes, benefits, payroll, policies, onboarding, and employee resources.
Partner with HR leadership to ensure consistent administration of policies and programs and escalate employee concerns, workplace trends, or higher-risk matters as appropriate.
Support regional leaders with routine HR administration while maintaining a visible, accessible HR presence.
Travel regularly between Austin and San Antonio and to other Company locations as business needs require.
Lead full-cycle recruiting for assigned positions, including job postings, sourcing, resume review, candidate screening, interview coordination, and candidate communication.
Partner with hiring managers to understand position requirements, candidate profiles, and business needs; prepare candidate summaries and recommendations.
Coordinate offers, background checks, drug testing, reference checks, and other pre-employment requirements.
Maintain recruiting documentation and track open roles, candidate pipelines, and hiring activity.
Coordinate onboarding from accepted offer through completion of HR, payroll, IT, policy, compliance, and training requirements, including a successful team onboarding plan.
Partner with managers, IT, Payroll, Facilities, and other departments to ensure new hires are prepared for day one and complete required acknowledgements and training.
Support new-hire surveys and 30- and 90-day check-ins; follow up on incomplete onboarding requirements.
Process employee lifecycle changes and offboarding activities in coordination with HR leadership while maintaining accurate employee records.
Serve as a trained backup for semi-monthly and biweekly payroll processing and maintain working knowledge of payroll schedules, controls, deadlines, and approvals.
Review employee changes, compensation, deductions, time records, commissions, and other payroll inputs; conduct pre- and post-payroll reviews and reconciliation.
Provide payroll coverage when the primary processor is unavailable and assist employees with routine payroll questions.
Maintain confidentiality and appropriate controls for payroll, compensation, banking, and other sensitive data.
Coordinate, document, review, and process commission information received from Sales, Finance, Accounting, and business leaders.
Maintain commission schedules, calculations, approvals, and historical records; resolve missing or inconsistent information before payroll processing.
Assist employees and managers with routine commission questions and partner cross-functionally to improve accuracy and reduce manual errors.
Maintain commission documentation in an audit-ready format.
Serve as a first point of contact for routine benefits questions, including enrollment, eligibility, qualifying life events, resources, and vendor navigation.
Support annual Open Enrollment communications, education, enrollment tracking, and follow-up.
Coordinate routine benefits administration and escalate complex eligibility, leave, or compliance matters to HR leadership.
Review and reconcile HR and benefits vendor invoices against enrollment and payroll information; research and resolve discrepancies.
Coordinate invoice approvals, payment submission, and recurring payment tracking with Finance, Accounting, Payroll, and vendors.
Maintain supporting documentation for audit purposes and assist with budget tracking and review of unusual charges or variances.
Maintain regional HR records and documentation in an audit-ready state and support HR, payroll, benefits, retirement plan, I-9, personnel file, workers' compensation, and other audits.
Gather required employee, payroll, benefits, eligibility, census, contribution, and supporting documentation and maintain audit trackers through completion.
Support ACA, EEO-1, compliance training, employee acknowledgements, and recurring annual and quarterly HR compliance requirements.
Conduct periodic record reviews, identify documentation gaps or control concerns, and escalate issues to HR leadership.
Maintain accurate employee data in ADP Workforce Now and other HR systems, including employee demographic, compensation, manager, position, location, benefits, and status changes.
Conduct routine HRIS audits, correct discrepancies, and generate reports for headcount, recruiting, onboarding, payroll, commissions, benefits, training, and compliance.
Support system testing, process changes, data validation, and opportunities to improve system utilization and reduce manual work.
Draft and distribute clear, professional employee communications related to HR programs, benefits, onboarding, policies, payroll, compliance, training, and organizational updates.
Maintain HR templates, notices, FAQs, guides, forms, presentations, and training materials.
Partner with HR leadership on broader companywide communications and organizational initiatives.
Serve as an initial point of contact for routine employee workplace questions and concerns, gathering information and maintaining appropriate documentation and confidentiality.
Support follow-up and documentation associated with employee relations matters as directed.
Identify recurring HR administrative challenges, errors, inefficiencies, and control gaps and recommend practical improvements.
Develop and maintain SOPs, checklists, templates, and trackers that improve consistency, accountability, and efficiency.
Partner with HR leadership and cross-functional teams to standardize practices and reduce unnecessary manual work.