HR Generalist

Job description

 **Clickstop is looking for top talent to join our Engagement Team as a Human Resource Generalist!** Are you someone who enjoys keeping important work moving, solving problems, supporting people, and making systems work better? Join our award-winning company and culture as a **Human Resource Generalist** and play an important role in delivering reliable HR support to employees and managers across Clickstop. The HR Generalist works across many parts of the employee experience—from **hiring and onboarding to payroll, benefits, leave, employee relations, compliance, and performance processes.** This is a great opportunity for someone who enjoys variety, takes ownership of details, and wants to help managers and employees better understand and connect to the HR system. **What you’ll be doing:** - You’ll exemplify, support, and reinforce Great Workplace Culture through commitment and aligned action with our mission and values. - We measure performance by looking at behaviors and results. As a member of our Engagement Team, you are expected to set and reinforce a high bar of excellence in performance - You’ll be an important part of the day-to-day HR support employees and managers depend on. - You’ll answer questions, coordinate processes, maintain accurate information, and help ensure important HR work is completed consistently and on time. - You’ll play an active role in supporting hiring across the business. - You’ll coordinate and conduct interviews, support candidates and hiring managers throughout the process, prepare offers, complete pre-employment requirements, and help new employees successfully transition into Clickstop. - You’ll work across multiple areas of HR rather than specializing in only one. - Hiring, onboarding, payroll, benefits, leave, compliance, employee relations, training, performance management, and other employee programs will all be part of the work. - You’ll be expected to use judgment—not simply follow a checklist. - You’ll learn when you can resolve something independently, when additional context is needed, and when an issue should be escalated to an HR Business Partner or other leader. - You’ll help us continuously improve how HR operates as a system. - We want someone who notices friction, recurring errors, unnecessary complexity, or weak handoffs and takes ownership of making the system better. **What does it take to succeed in this role?** **1. Systems Thinking – HR Process Flow Awareness** - Understand how hiring, onboarding, payroll, benefits, performance, and other HR processes connect. - Recognize how errors or missed steps can affect employees, managers, systems, and downstream processes. - Identify gaps in workflows and handoffs between HR, managers, and systems. - Look for opportunities to improve consistency across HR processes. **2. Judgment & Decision-Making – Process + Policy Application** - Apply HR policies and procedures accurately in day-to-day situations. - Determine when an issue can be handled independently and when it should be escalated. - Interpret guidelines within the context of the situation rather than relying only on rigid execution. - Balance responsiveness with accuracy, consistency, and compliance. **3. Ownership & Execution Discipline** - Execute HR processes accurately and consistently. - Follow tasks and employee matters through from beginning to completion. - Maintain strong attention to detail while managing a variety of responsibilities. - Keep documentation, records, systems, and required information current. - Take responsibility for the quality and reliability of HR outputs. **4. Problem Solving & Process Improvement** - Identify recurring problems, inefficiencies, and friction within HR processes. - Investigate root causes instead of repeatedly solving the same symptom. - Recommend and implement practical process improvements. - Learn from mistakes and adjust workflows accordingly. - Contribute to the ongoing improvement of HR systems and processes. **5. Communication & Service Orientation** - Communicate clearly and professionally with employees, managers, candidates, and teammates. - Respond promptly and thoughtfully to HR-related questions and requests. - Explain policies, requirements, and HR processes in simple and understandable terms.