Human Resources Generalist

PA Inclusive supports people with disabilities in living and working in the settings they choose. Coffee Inclusive provides inclusive employment and training opportunities for students and adults with disabilities. This position supports employees and HR operations across both organizations.

Description:

The HR Generalist manages assigned HR functions and advises employees and supervisors on employment policies, benefits, leave, and workplace concerns. The position evaluates facts, interprets policies and applicable requirements, and develops recommendations on significant HR matters. The Generalist also administers benefits, coordinates payroll and unemployment claims, maintains HR records, and analyzes workforce information to improve practices and support compliance.

Reporting to the HR Director, the Generalist exercises discretion within delegated authority. The HR Director retains oversight of complex or high-risk matters and final approval of terminations, major disciplinary actions, policy changes, compensation changes, and accommodations requiring substantial operational or financial commitments.

Duties/Responsibilities:

• Administer benefit programs, new-hire enrollment, qualifying life events, terminations, and annual open enrollment; coordinate employee education and vendor communication.
• Research eligibility and benefit questions using plan documents and applicable requirements. Recommend resolution of discrepancies; refer disputed plan interpretations to the plan administrator or HR Director.
• Reconcile benefit elections, payroll deductions, and vendor invoices; investigate errors and coordinate corrections.
• Administer COBRA notices and enrollments with designated vendors. Evaluate benefit service issues and recommend process or communication improvements.
• Interpret employment policies and advise supervisors on attendance, performance, documentation, and consistent application of workplace expectations. Evaluate options and recommend appropriate action.
• Assess employee concerns; conduct assigned routine investigations through interviews, document review, and factual analysis; prepare findings and recommend resolutions or corrective action.
• Promptly notify the HR Director of harassment, discrimination, retaliation, serious safety or wage concerns, and other high-risk matters. Conduct related investigations only as assigned.
• Coach supervisors on constructive feedback and performance improvement plans. Prepare personnel-action documentation and track follow-up commitments.
• Conduct stay and exit interviews, identify recurring concerns, and recommend improvements to retention and employee experience.
• Assist recruitment process by drafting job descriptions, posting job ads, screening, interviewing and hiring candidates when required.
• Attends college & in-person job fairs and recruiting sessions when required.
• Cross-train with other team members to be able to take charge in onboarding process including preparation of new hire paperwork, conducting orientation training, and ensuring a smooth transition for new employees when needed.
• Cross-train to be able to handle payroll when required, including entering employee payroll changes, deductions, leave status, termination etc.; reviewing payroll and timekeeping reports for missing information or apparent discrepancies, coordinating corrections, maintaining supporting documentation, and submit payroll information for final review and approval.
• Evaluate leave requests, eligibility, supporting documentation, and applicable policy or legal requirements. Administer routine FMLA and other leaves within delegated authority, including required notices and deadline tracking.
• Coordinate personal, military, disability, and workers’ compensation leaves, benefit continuation, payroll communication, and return-to-work documentation.
• Maintain confidential case files and leave calendars. Escalate disputed eligibility, overlapping requirements, extended absences, and difficult return-to-work or accommodation matters.
• Report workplace injuries promptly and coordinate claims, employee communication, carrier requests, medical restrictions, and return-to-work planning with supervisors and the HR Director.
• Evaluate separation records and supporting evidence; prepare accurate unemployment responses, assist with hearing preparation, and attend hearings.
• Analyze claim patterns and recommend prevention or administrative improvements. Immediately escalate disputed claims, litigation notices, and significant medical restrictions.
• Maintain accurate personnel, benefits, compensation, attendance, and separation records; audit data and resolve discrepancies while safeguarding medical and investigation files.
• Prepare and analyze headcount, turnover, staffing, benefits, leave, and demographic reports. Explain trends and recommend action to the HR Director.
• Review assigned HR practices for consistency with employment laws, benefit requirements, organizational policies, and record-retention standards. Identify gaps and recommend corrective action.
• Draft or revise HR policies, procedures, employee communications, and supervisor guidance for HR Director approval; help implement approved changes.
• Coordinate documentation for internal and external audits, investigate findings, and recommend improvements to workflows and controls.
• Partner with recruiting and training staff on HR handoffs, onboarding, and clearance or credential tracking. Provide limited backup coverage as needed.
• Protect confidential information and apply appropriate access controls.
• Other related duties as required.