HR Generalist

Why Join Valley Medical and Wellness?
At Valley Medical and Wellness, you won’t be limited to one narrow area of HR. You’ll work across the full employee lifecycle, take ownership of meaningful projects, and see the direct impact of your contributions on employees, leaders, and the organization.
We are a growing, entrepreneurial healthcare organization where ideas are welcomed, improvements can be implemented quickly, and people who take initiative are trusted with real responsibility. This is a hands-on role for someone who isn’t afraid to roll up their sleeves, execute the work, and take responsibility for getting it across the finish line.
You’ll work closely with experienced senior leadership while gaining broad exposure to recruiting, onboarding, employee relations, benefits, leave administration, compliance, payroll, auditing, and process improvement.
For the right person who demonstrates strong performance, initiative, sound judgment, and alignment with our culture, this role also offers meaningful opportunities for continued professional growth and expanded responsibility.
If you are organized, resourceful, and motivated by turning priorities into completed work, not simply by identifying what needs to be done... we would love to meet you.
Position Summary
The HR Generalist performs professional-level, hands-on human resources work across the employee lifecycle. This role is responsible for accurate and timely execution of recruiting, onboarding, employee records, benefits, leave administration, compliance, reporting, audits, performance-process support, and payroll backup activities. The HR Generalist serves as a responsive resource to employees and leaders while maintaining confidentiality, sound judgment, and consistent follow-through.
This is an execution-focused individual contributor position. Success requires strong organization, attention to detail, comfort working across multiple HR and vendor systems, and the ability to identify gaps, complete quality checks, and move work to completion. Senior leadership remains closely involved in significant employee-relations matters, terminations, legal discussions, and final policy or business decisions.
Primary Duties and Responsibilities:
Recruitment and Hiring
Recruitment coordination: Post openings, source and screen applicants, schedule and conduct interviews, and maintain timely candidate communication.
Manager partnership: Work with hiring leaders to clarify job requirements, competencies, schedules, and selection criteria.
Pre-employment process: Prepare offer documentation and coordinate background checks, drug screens, references, required authorizations, and other hiring contingencies.
Hiring records: Maintain complete applicant and selection documentation and support compliant, consistent hiring practices.
Onboarding, Orientation, and Training Administration
End-to-end onboarding: Own and monitor the onboarding checklist from accepted offer through successful completion of all pre-employment and new-hire requirements.
Systems and vendor portals: Coordinate tasks across BambooHR, ADP, benefits systems, and external vendor portals; track dependencies, deadlines, approvals, and missing items.
New-hire orientation: Conduct HR orientation, benefits enrollment support, policy review, required acknowledgments, I-9 completion, and culture and workplace-expectation training.
Training coordination: Assign and track required training, follow up on overdue items, maintain training records, and partner with operational trainers and leaders.
Process improvement: Maintain onboarding trackers, templates, instructions, and standard work; recommend workflow improvements and automation opportunities.
Employee Relations and Performance Support
Employee support: Respond to routine employee questions and concerns promptly, professionally, and consistently; escalate sensitive or higher-risk matters appropriately.
Issue intake and documentation: Gather relevant facts, maintain organized records, prepare timelines and summaries, and support workplace investigations under senior HR direction.
Performance processes: Assist leaders with coaching documentation, corrective actions, performance improvement plans, and follow-up tracking to ensure required steps are completed.
Conflict resolution: Help facilitate constructive communication and resolution of routine workplace concerns while applying policy consistently.
Leadership involvement: Coordinate closely with senior leadership on significant employee-relations matters, terminations, accommodations, legal issues, and decisions with organizational risk.
Benefits, Leave, and Payroll Administration
Benefits administration: Support enrollments, qualifying life events, employee questions, vendor coordination, invoice review, open enrollment, and benefits-related communications.
Leave administration: Administer and track FMLA, Minnesota Paid Leave, ESST, disability, workers’ compensation, accommodations, and other applicable federal, state, and company leave programs.
Payroll backup: Serve as a trained backup for payroll processing, including review of timekeeping, employee changes, deductions, and payroll reports; investigate discrepancies and meet deadlines.
Data reconciliation: Audit employee, benefits, leave, payroll, and HRIS data for accuracy and promptly resolve discrepancies.
Compliance, Auditing, Reporting, and Records
Employment compliance: Support compliance with applicable federal, state, and local employment laws and healthcare workplace requirements.
HRIS and personnel records: Maintain complete, accurate, and confidential electronic personnel files and HRIS records, including status, compensation, credential, training, and separation documentation.
Routine audits and quality checks: Perform scheduled audits of personnel files, I-9s, onboarding records, payroll changes, benefits elections, leave records, training completion, credentials, and HR workflows.
Regulatory reporting: Prepare and maintain required reports and filings, which may include EEO-1, OSHA, 401(k), workers’ compensation, unemployment, and other compliance submissions.
Metrics and follow-up: Prepare recurring HR reports and trackers, identify missing or overdue items, communicate findings, and verify that corrective actions are completed.
Audit readiness: Organize supporting documentation for internal reviews, benefit-plan audits, 401(k) audits, government inquiries, and other compliance requests.
Policy and HR Operations
Policies and procedures: Draft, update, communicate, and consistently apply HR policies, procedures, forms, templates, and manager guidance.
Separation administration: Coordinate offboarding tasks, final documentation, systems notification

Employment type
Full-Time

Work arrangement
No