Positively Partners Human Resources Generalist

About Positively PartnersAt Positively Partners, we are a team of people-centered, equity-focused consultants supporting nonprofit and social impact organizations to align people practices with their missions. Through our PositivelyHR service line, we provide outsourced HR support to organizations across the country, delivering high-quality, legally compliant, and inclusion-minded HR services that strengthen the employee experience and improve operational effectiveness.Position OverviewThe HR Generalist plays a central role in how PositivelyHR delivers consistent, high-quality HR support across our client organizations. This role helps ensure that employees and managers receive timely, accurate guidance; that routine questions and processes are handled clearly and efficiently; and that more complex or sensitive matters are routed to the right team member with the appropriate context.This is a day-to-day HR operations role focused on responsive, people-centered service delivery. The HR Generalist is often a first point of contact for employee questions and standard HR processes, helping employees and managers experience HR as clear, accessible, relational, and trustworthy.The HR Generalist supports core HR functions with a strong commitment to compliance, equity, confidentiality, employee care, and operational excellence. This includes resolving standard questions and process issues, documenting work appropriately, following established workflows and escalation pathways, and identifying recurring pain points that may be improved through clearer processes, tools, templates, or communication.The HR Generalist works within a defined service delivery model, partnering with a Senior HR Generalist, Consultants, Payroll, and Systems/IT to ensure each request receives the right level of support. This role is essential to helping PositivelyHR scale our work while maintaining the consistency, care, and quality our clients expect.Key ResponsibilitiesEmployee Lifecycle Support:Review offer letters, employment documents, and related employee communications for accuracy, consistency, and compliance with applicable federal, state, and local laws.Review new hire requests and employment documents for accuracy, consistency, and alignment with client-specific requirements before issuing materials or initiating onboarding.Lead clear, organized onboarding and orientation to HR systems, policies, expectations, and resources.Coordinate standard offboarding tasks, including checklists, system access termination notices, employee record updates, and routing of final pay/PTO information to the appropriate Payroll owner. Identify termination-related questions or risk factors that require escalation before guidance, documentation, or decisions are finalized.Maintain and keep current all new hire onboarding and offboarding resources, email templates, workflows, and checklists.Support payroll accuracy by ensuring timely and accurate HR inputs, including new hires, terminations, pay changes, and additional earnings, and by routing payroll discrepancies or pay-impacting issues to the Payroll team for resolution.Compliance & Reporting:Support required HR compliance tasks, such as preparing or organizing data for EEO-1 filings, distributing required notices, and initiating standard vendor portal processes.Ensure timely submission of reports and required documentation by responding to data requests, pulling compliance-driven reports, and collaborating across internal and external teams to maintain audit readiness.Maintain working awareness of common compliance-sensitive areas, including I-9/E-Verify, COBRA, final paycheck timing, qualifying life events, minimum wage, protected leave, and accommodations, and promptly route or escalate matters requiring interpretation, eligibility review, or risk assessment.Complete compliance-related work with strong attention to detail, confidentiality, documentation, and follow-through.Support legally sound HR practices by working within established processes, templates, and escalation pathways.HR Systems & Employee Support:Serve as a responsive and trusted first point of contact for day-to-day employee questions, standard HR processes, and basic HR systems troubleshooting.Own routine HR administrative requests, including employment verifications and letters, I-9 completion and reverification, personnel file requests, handbook/training acknowledgements, basic policy questions with clear handbook answers, PTO/leave balance inquiries, and standard recordkeeping updates.Triage employee questions and concerns to determine whether the matter can be resolved directly, redirected to the appropriate manager, or escalated to PositivelyHR leadership.Categorize incoming work into defined service workstreams to support consistent routing, ownership, and reporting.Escalate complex, sensitive, or higher-risk matters promptly, including concerns related to discrimination, harassment, retaliation, accommodations, protected