Human Resource Generalist Supervisor Jobs (NOW HIRING)

Human Resources Generalist

Supervisor: Agency Manager / President
Status: Full-Time, Non-Exempt
Schedule: 40 hours per week, primarily Monday–Friday
Compensation: $28.00–$32.00 per hour, based on experience

Job Summary

The Human Resources Generalist is responsible for owning and continuously improving the Human Resources function, with particular emphasis on recruiting, employee engagement and retention, performance management, compliance, and HR processes.

This position manages the full employment lifecycle, from attracting and recruiting high-quality candidates through onboarding, development, retention, performance management, and separation. A key priority is maintaining a strong pipeline of qualified caregivers to meet client needs and support the continued growth of the organization.

The HR Generalist is a hands-on role responsible for both execution and results. This individual will monitor key HR and recruiting metrics, identify opportunities for improvement, leverage technology and implement better processes while partnering closely with leadership and other departments.

The HR Generalist is expected to model and reinforce our CARE values:

• Compassion – Treat people with kindness, empathy and respect.
• Accountability – Take ownership, follow through and deliver on commitments.
• Resilience – Approach challenges with flexibility, persistence and a solutions-oriented mindset.
• Excellence – Continuously look for ways to improve and deliver exceptional results.

Essential Duties and Responsibilities

Recruiting & Workforce Development

• Own the recruiting process and candidate pipeline, with particular emphasis on attracting and hiring qualified caregivers.
• Develop and execute recruiting strategies utilizing job boards, employee referrals, community relationships and other recruiting channels.
• Manage the recruiting process from applicant screening and interviewing through offers and pre-employment requirements, providing a professional and responsive candidate experience.
• Partner with leadership and operations to understand current and anticipated staffing needs and proactively adjust recruiting activity.
• Evaluate applicant flow, recruiting sources, conversion rates, costs and results to continuously strengthen the caregiver pipeline.

Employee Lifecycle & Employee Relations

• Manage HR activities throughout the full employment lifecycle, including recruiting, hiring, onboarding, orientation, training, employee relations, performance management, retention and separation.
• Ensure employees complete required employment documentation, background checks, training, onboarding and other compliance requirements.
• Serve as an accessible and trusted HR resource for caregivers and office employees.
• Support managers with employee coaching, performance discussions, corrective actions, performance improvement plans and terminations.
• Coordinate employee training, development, recognition and engagement activities.
• Conduct or coordinate exit interviews and use employee feedback and turnover trends to identify opportunities to improve retention.
• Maintain accurate, complete and confidential personnel and training records.

HR Ownership, KPIs & Process Improvement

• Own the day-to-day HR function and take accountability for its effectiveness and results.
• Establish, monitor and regularly report key HR and recruiting KPIs, including applicant volume and conversion, interviews, hires, time-to-hire, onboarding completion, turnover, retention and recruiting source effectiveness.
• Use data to identify trends, diagnose problems and recommend actions to leadership.
• Continuously evaluate HR and recruiting workflows to eliminate bottlenecks, improve efficiency and strengthen the applicant and employee experience.
• Leverage HR systems, technology and automation to simplify processes, improve accuracy and create greater consistency.
• Document and standardize key HR processes and ensure appropriate follow-through and accountability.
• Collaborate across departments to improve handoffs between recruiting, onboarding, scheduling, care management and other operational functions.

Compliance & HR Administration

• Maintain knowledge of applicable federal, state and local employment laws, HR best practices, CDPHE requirements and Agency policies.
• Protect employee and client information in accordance with privacy and HIPAA requirements.
• Ensure required employment documentation, credentials, training and compliance items remain accurate and current.
• Review HR policies and procedures and recommend updates or improvements as appropriate.
• Maintain accurate HR data and provide reporting and analysis to leadership.
• Perform other HR-related duties and strategic initiatives as assigned.

Job Qualifications

Required

• Minimum of 3–5 years of HR Generalist experience with responsibility for managing the full employment lifecycle.
• Demonstrated recruiting and talent acquisition experience, preferably supporting a high-volume or hourly workforce.
• Experience with employee relations, onboarding, performance management, corrective action and employee separations.
• Working knowledge of federal and state employment laws and HR best practices.
• Demonstrated ability to track and use HR and recruiting KPIs to identify issues and improve results.
• Strong process-improvement mindset with the ability to identify problems, develop solutions and implement change.
• Strong organizational and project-management skills with the ability to manage multiple priorities in a fast-paced environment.
• Excellent interpersonal, verbal and written communication skills and the ability to work effectively with a wide variety of personalities and backgrounds.
• Self-directed, resourceful and comfortable taking ownership while collaborating closely with leadership and colleagues.
• Sound judgment and the ability to handle sensitive and confidential information appropriately.
• Proficiency with Microsoft Office and comfort learning and utilizing HR technology, applicant tracking systems and other technology solutions.
• Valid driver's license and ability to maintain current automobile insurance.

Preferred

• Bachelor's degree in Human Resources, Business Administration or a related field.
• Experience recruiting and supporting a large hourly or frontline workforce.
• Experience working in home care, healthcare, senior services or another service-based organization.
• Prior caregiving experience or direct familiarity with the caregiver role is preferred but not required.
• Experience implementing or improving HR technology, recruiting systems, workflow automation or reporting tools.

What Success Looks Like

Success in this role means Human Resources operates as a proactive, accountable and continuously improving function. We maintain a strong pipeline of qualified caregivers, candidates move efficiently through recruiting and onboarding, employees feel supported, HR requirements are consistently completed, and leadership has clear visibility into the metrics that matter.

The HR Generalist is expected to own the outcomes, identify what can be better, and drive the improvements needed to get there.

Working Environment

This is a full-time, 40-hour-per-week, non-exempt position, primarily working in the office Monday through Friday. Occasional evening or weekend commitments and travel to meetings, recruiting activities or clients' homes may be required.

The position involves regular interaction with applicants, caregivers, office employees and leadership, as well as occasional interaction with clients, families, vendors and community partners. The employee must be able to perform the physical requirements reasonably associated with the position, including occasional bending, stooping and lifting up to 25 pounds.

Compensation

$28.00–$32.00 per hour, based on qualifications and experience.

Visiting Angels is committed to delivering exceptional care to seniors and peace of mind to their families. Every member of our team contributes to that goal by helping us attract, develop and retain exceptional caregivers and by building an organization that employees are proud to be part of.