HR Generalist - Onboarding and Employee Experience

Job Title: HR Generalist - Onboarding and Employee Experience

Location: Remote/Hybrid - USA

Reports to: HR Manager

Department Name: Human Resources

Job Types: Full Time – Exempt

Position Summary

The HR Generalist - Onboarding and Employee Experience owns the new hire experience from the point a candidate successfully completes all required pre-employment screening through the employees’ first 90 days and beyond. This role coordinates a consistent, welcoming, and compliant onboarding process; connects new hires, managers, and internal partners; monitors early employee progress and engagement; and resolves issues that could disrupt a successful start.

The role provides backup coverage for the HR Generalist in areas of general People Operations support, including employee questions, HRIS administration, documentation, engagement, performance processes, and employee relations support. Success requires strong follow-through, thoughtful communication, sound judgment, and the ability to coordinate multiple stakeholders and deadlines.

Essential Duties & Key Responsibilities
Onboarding and First 90 Days

• Own the end-to-end onboarding process beginning when Talent Acquisition confirms that a new hire has successfully completed all required pre-employment screening and continuing through the employee's first 90 days.
• Serve as the primary point of contact for new hires and hiring managers throughout preboarding and the first 90 days, providing clear expectations, timely communication, and prompt resolution of questions or barriers.
• Coordinate preboarding activities, including HRIS setup, new hire documentation, Form I-9 requirements, policy acknowledgments, equipment and systems requests, payroll and benefits handoffs, orientation scheduling, and other required tasks.
• Partner with Talent Acquisition to ensure a complete and accurate handoff and with Payroll, Benefits, IT, Learning and Development, Training Content Specialists, and business leaders to ensure each new hire is ready for Day 1.
• Prepare and distribute onboarding plans, schedules, welcome communications, manager checklists, and role-specific resources in advance of each employee's start date.
• Coordinate and support New Hire Orientation and required compliance, company, department, and role-specific training; monitor completion and follow up on overdue items.
• Guide managers in establishing clear first-week priorities, job expectations, training plans, goals, and 30-, 60-, and 90-day milestones.
• Administer and monitor applicable 30-, 60-, and 90-day check-ins and performance checkpoints; identify trends, missed commitments, engagement concerns, training gaps, and retention risks for follow-up.
• Conduct new hire check-ins and collect feedback from employees and managers to evaluate onboarding effectiveness and improve the experience.
• Maintain accurate onboarding records, dashboards, and status reports, including readiness, completion, time-to-productivity, early turnover, feedback, and other agreed-upon measures.
• Standardize, document, and continuously improve onboarding workflows, templates, resources, and service-level expectations across teams and worker populations.
• Ability to travel and/or work onsite as needed.
• Performs other duties as assigned or apparent.

People Operations and Employee Support

• Serve as a first point of contact for employee and manager questions regarding People policies, procedures, systems, and programs, escalating matters as appropriate.
• Process employee changes and maintain complete, accurate, and confidential employee records in the HRIS and personnel files.
• Audit HRIS data, Form I-9 records, onboarding documents, and required acknowledgments for accuracy, timeliness, and compliance.
• Support performance management, employee development, engagement, recognition, retention, leave administration, offboarding, and exit interview processes.
• Support employee relations matters and workplace reviews by gathering facts, documenting concerns, and partnering with People leadership to ensure fair and consistent treatment.
• Assist with implementation and communication of People policies, practices, and process changes in accordance with applicable federal, state, and local requirements.

Supervisory Responsibilities:

• This job has no direct supervisory responsibilities.
• The role provides process leadership by coordinating onboarding activities, guiding managers and new hires through required steps, and holding stakeholders accountable for timely completion.
• Serves as a resource for internal team members regarding Human Resources standards and operational processes.
• Supports knowledge sharing, continuous improvement initiatives, and best practices across the Human Resources function.

Experience & Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
• Two or more years of progressive Human Resources, People Operations, onboarding, or employee experience; experience supporting organizations with 200 or more employees or multiple locations is preferred.
• Demonstrated experience coordinating onboarding or other cross-functional employee lifecycle processes from start to finish.
• Working knowledge of employment practices, Form I-9 requirements, employee records, and HR compliance fundamentals.
• Proficiency with UKG Ready, UKG Pro, or a comparable HRIS; ability to use reporting and workflow tools to track completion and identify issues.
• PHR, SHRM-CP, or similar certification is preferred.
• Strong project management, organization, and follow-through, with the ability to manage multiple new hires, stakeholders, priorities, and deadlines simultaneously.
• Excellent written and verbal communication skills and the ability to create a welcoming, responsive experience for employees and managers.
• Strong judgment, discretion, attention to detail, and commitment to handling sensitive information appropriately.
• Ability to work independently, collaborate across functions, influence without direct authority, and adapt in a fast-paced environment.

Physical Demands and Working Environment

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodation may be made to enable individuals with disabilities to perform the functions.

• While performing the duties of this job in a home office setting, the employee is regularly required to work on a computer for extended periods of time.
• Frequent use of a computer requires fine motor skills and hand-eye coordination.
• Ability to sit for extended periods while working from home or a designated workspace.
• Ability to perform tasks that require sustained attention and focus.
• Occasional lifting of materials up to 25 pounds.
• Travel to attend team meetings may be required.
• To facilitate working from home, and as a requirement for this role, the employee must provide reliable internet connection with sufficient bandwidth to execute all job functions and technology setup conducive to remote work. The company laptop will be provided.
• A quiet, distraction-free workspace is required for maintaining productivity.
• Collaboration with team members may occur through virtual meetings and communication platforms.