Human Resources Generalist - Medical Office

Health insurance
~Dental insurance
Job Title:
HR Generalist
Human Resources Manager
Schedule: Monday through Friday, 8:00 a.m. The Human Resources Generalist independently manages a broad range of day-to-day human resources processes across the employee lifecycle, including recruitment, hiring, onboarding, benefits, leave, employee records, HR systems, training administration, performance-process support, employee changes, compliance, and separations. The position is a hands-on HR professional role, not an administrative assistant position.

Reporting to the Human Resources Manager, the Generalist serves as an accessible resource for employees and supervisors, resolves routine HR questions and transactions, maintains accurate records and follow-through, and escalates matters that require manager-level judgment. Effective performance allows routine HR work to move accurately and promptly while preserving the Manager's capacity for employee relations, investigations, supervision, improvement work, and more complex HR matters.

The Human Resources Generalist supports EOAC’s work by helping ensure employees are hired, onboarded, supported, documented, and separated consistently and that supervisors receive timely administrative and procedural support.
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Putting people first by providing respectful, timely, and helpful HR support to applicants, employees, and supervisors.
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Working together by coordinating closely with the Human Resources Manager, supervisors, Finance, and employees, so HR transactions and information move smoothly.
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Focusing on results by completing routine HR work accurately and on time, reducing missed follow-up, and helping employees and supervisors understand what is required next.

Role Authority and Partnership
The Human Resources Generalist independently manages assigned routine HR processes and resolves routine questions within approved policy, established procedures, and delegated authority. The Human Resources Manager is responsible for HR leadership, policy interpretation, complex employee relations, investigations, compensation analysis and recommendations, significant personnel guidance, and matters requiring higher-level judgment.

Supervisors remain responsible for managing employees, assigning work, addressing daily performance, and making supervisory decisions within EOAC policy. Finance owns payroll processing.

Recruitment and Hiring
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Manage assigned recruitment workflows from approved vacancy through onboarding, including job posting, applicant tracking, interview coordination, and candidate communication.
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Maintain current job postings and applicant information in EOAC's recruitment systems.
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Coordinate interview schedules, materials, and documentation with hiring managers.
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Prepare approved offer materials and coordinate required pre-employment steps.
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Track open positions and recruitment activity and provide accurate status information to the Human Resources Manager and hiring managers.

Coordinate new-hire paperwork, orientation scheduling, HRIS setup, benefits information, required acknowledgments, and other onboarding activities.
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Ensure required employment documents are complete, accurate, and filed appropriately.
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Assist employees and supervisors with routine questions about onboarding, employment records, and HR processes.

Receive and process leave requests and maintain required leave documentation and tracking under the Human Resources Manager's direction.
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Coordinate routine workers' compensation, return-to-work, unemployment, and related HR documentation and escalate complex matters.
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Respond to routine employee questions promptly and identify matters requiring Human Resources Manager review.

Employee Records, HRIS, and Compliance
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Maintain accurate and confidential personnel, medical, credential, background, training, and related HR records.
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Enter and update employee information in HRIS and other HR systems accurately and promptly.
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Track expiring credentials, required screenings, acknowledgments, training, and other employment-related requirements assigned to HR.
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Follow up with employees and supervisors regarding missing or expiring HR documentation.
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Support audits, monitoring reviews, records requests, and compliance activities by organizing and retrieving assigned HR documentation.
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Identify records, compliance, or data inconsistencies and bring them to the Human Resources Manager for resolution.

Performance Management and Employee Relations Support
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Coordinate the administrative workflow for performance evaluations, introductory-period reviews, performance plans, and other established performance processes.
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Receive routine employee questions or concerns and provide information within established policy and authority.
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Recognize when an employee concern involves potential misconduct, discrimination, harassment, retaliation, safety, legal risk, or significant workplace conflict and promptly elevate it to the Human Resources Manager.
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Support employee-relations reviews and investigations through scheduling, document collection, records organization, note preparation, and other assigned follow-through.
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Do not independently conduct significant investigations, determine disciplinary action, or provide final interpretations of complex policy matters unless specifically delegated.

Training, Recognition, and Employee Experience
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Coordinate logistics, registration, records, reminders, and materials for required training, supervisory training, onboarding, and other HR learning activities.
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Maintain employee training records and the HR training calendar.
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Support employee recognition, survey, engagement, and workplace-improvement activities.
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Assist with collecting employee feedback and organizing information for analysis by the Human Resources Manager.
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Help employees locate HR resources and understand routine processes, policies, forms, and contacts.

Coordinate exit surveys or interviews as assigned and route significant information to the Human Resources Manager.
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HR Operations and Department Support
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Maintain current HR forms, templates, checklists, standard communications, and administrative workflows.
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Support benefits renewals, vendor coordination, compensation data collection, and other HR projects through research, records, and follow-through.
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Track assigned HR deadlines, recurring requirements, and open items and ensure they are completed or escalated.
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Identify routine workflow improvements that reduce duplication, errors, or delays and recommend them to the Human Resources Manager.
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Provide reliable support for special HR projects and organizational initiatives as assigned.

Effective performance should result in

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Recruitment processes that move efficiently and keep applicants and hiring managers informed.
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New employees who begin work with required documentation, HR setup, and onboarding steps complete.
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Accurate HRIS and personnel records.
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Required credentials, checks, training, and employment documentation tracked and followed through.
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Performance-management administrative processes completed on schedule.
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Reliable day-to-day HR support that allows the Human Resources Manager to focus on supervision, employee relations, investigations, process improvement, and higher-level HR work.

Generalist HR Knowledge: Applies working knowledge across recruitment, onboarding, benefits, leave, records, performance processes, compliance, and separations.
Provides responsive, respectful assistance while maintaining appropriate HR boundaries.
Communicates clearly with applicants, employees, supervisors, Finance, vendors, and HR leadership.

Systems and Data: Uses HRIS, recruiting systems, spreadsheets, electronic records, and other tools accurately and efficiently.

Working knowledge of common employment practices, confidentiality requirements, employee records, and HR administration.
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Strong organization, follow-through, written communication, interpersonal, and customer-service skills.
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Ability to independently manage routine HR work while recognizing when an issue requires escalation.
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Proficiency with Microsoft Office, HR information systems, electronic records, and data entry.
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Ability to handle sensitive and confidential information with discretion.

Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, or a related field, or an equivalent combination of education and relevant HR experience.
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Broad human resources experience or demonstrated experience across multiple HR functions.
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Ability to travel between EOAC locations and throughout the agency's service area as needed.
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Prior experience as an HR Generalist or in a broad HR role.
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Experience supporting a multi-site workforce.
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Professional HR certification or active progress toward certification.

Ability to sit and work at a computer for extended periods of time.
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Ability to frequently use a keyboard, telephone, and other office equipment.
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Ability to stand, walk, bend, reach, and move throughout the office and program locations as needed.
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Ability to occasionally lift, carry, and move office materials, files, supplies, or equipment weighing up to 20 pounds.
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Ability to travel between EOAC locations, community events, partner meetings, and other locations as required.

The Human Resources Generalist may be assigned additional duties by the Human Resources Manager or program leadership as needed to support EOAC’s operations, and EOAC’s mission.

Economic Opportunities Advancement Corporation provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. We are dedicated to investing in the growth of our employees and welcome applicants who are eager to contribute to our work serving the community.

I hereby affirm that all information provided in this application is true and accurate to the best of my knowledge, and understand that any deliberate falsification, misrepresentations, or omissions of fact may be grounds for rejection of my application or dismissal from subsequent employment. I authorize the references listed on the previous page to give you any and all information concerning my previous employment and any pertinent information they may have, personal or otherwise, and release all such parties from liability for any damage that may result from furnishing same to you.

I understand as part of the hiring process, EOAC may obtain criminal history record information on individuals it intends to employ, as required by applicable federal, state, and local laws. This includes compliance with the Fair Credit Reporting Act (FCRA) (15 U.and Texas Labor Code Chapter 411 (governing access to criminal history records from the Texas Department of Public Safety). For 60 years, the Economic Opportunities Advancement Corporation, EOAC, has served children, families, and community members across the Heart of Texas.

Through early learning, energy assistance, weatherization, workforce development, emergency assistance, and family support services, EOAC helps families address immediate needs while taking meaningful steps toward a stronger future. As a Community Action Agency, EOAC works alongside families, partners, funders, schools, employers, and community leaders to strengthen stability, expand opportunity, and support lasting progress across the Heart of Texas.