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Remote Human Resources Generalist Jobs in Rochester, NY

Insero Talent Solutions

Payroll Administrator

Rochester, NY · On-site +1

$24.25 - $32.75/hr

... states and remote locations. * Review timekeeping information, identify discrepancies, and ... Maintain accurate payroll and employee information within payroll and HR systems, partnering ...

Mindex

Reports Developer (Power BI) - Remote

Rochester, NY · On-site +1

$70K - $120K/yr

Experience with HRP (HR/Payroll) systems or HR data models. * Experience integrating AI tools into ... Benefits * Fully Remote Work Environment * Flexible Time Off * Medical, Dental, and Vision ...

Rochester Institute of Technology

Cook II

Rochester, NY · On-site +1

$13.75 - $18.50/hr

FLSA Category Non-Exempt Work Location Remote Compensation 16.50-22.00 Application Materials When ... Human Resources. RIT provides equal opportunity to all qualified individuals and does not ...

ABB

Commercial Strategy Intern - Spring 2027

Geneseo, NY · Remote

$20 - $34/hr

The work model for the role is Remote based out of Florida, USA. This role is contributing to the ... EST Monday through Friday by contacting an ABB HR Representative at 1-888-694-7762. Protected ...

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Remote Human Resources Generalist information

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How much do remote human resources generalist jobs pay per year?

As of Sep 1, 2026, the average yearly pay for remote human resources generalist in Rochester, NY is $64,961.00, according to ZipRecruiter salary data. Most workers in this role earn between $51,300.00 and $73,000.00 per year, depending on experience, location, and employer.

What does a remote human resources generalist do?

A Remote Human Resources Generalist is responsible for managing various HR functions such as recruitment, onboarding, employee relations, benefits administration, and compliance, all while working from a remote location. They serve as a key point of contact for employees and managers, providing guidance on HR policies and procedures. Their role is crucial in ensuring a positive work environment, supporting organizational goals, and addressing employee concerns, even when working outside of a traditional office setting.

What are the key skills and qualifications needed to thrive as a remote human resources generalist?

To thrive as a Remote Human Resources Generalist, you need a solid understanding of HR principles, employment law, and experience with recruitment, payroll, and benefits administration, often supported by a bachelor's degree in HR or a related field. Familiarity with HR Information Systems (HRIS), payroll software, and virtual collaboration tools like Zoom or Slack is typically required. Strong interpersonal skills, self-motivation, and clear written and verbal communication are essential for managing employee relations and collaborating with remote teams. These skills ensure compliance, efficient HR operations, and positive employee experiences in a distributed work environment.

How does a remote human resources generalist effectively collaborate with teams and managers across different time zones?

Remote Human Resources Generalists often work with employees and managers located in various regions, requiring strong communication and organizational skills. They typically use collaboration tools like video conferencing, shared documents, and project management platforms to facilitate real-time and asynchronous interactions. Flexibility in scheduling meetings and responding to inquiries is crucial to ensure all team members feel supported. Clear documentation and proactive communication help overcome challenges related to time zone differences, ensuring HR processes run smoothly.

What is the difference between Remote Human Resources Generalist vs Remote HR Coordinator?

AspectRemote Human Resources GeneralistRemote HR Coordinator
ResponsibilitiesHandles a wide range of HR functions including recruitment, employee relations, policy implementation, and compliance.Focuses on administrative HR tasks such as scheduling interviews, onboarding, and maintaining employee records.
Required CredentialsBachelor's degree in HR or related field; HR certifications preferred.High school diploma or equivalent; some HR or administrative experience beneficial.
Work EnvironmentTypically works in an office or remotely, interacting with employees and management.Primarily administrative, often remote, supporting HR team and staff.

The Remote Human Resources Generalist role involves a broader scope of HR functions, including strategic and compliance tasks, while the Remote HR Coordinator focuses on administrative support. Both roles can be remote and may require similar educational backgrounds, but the Generalist typically handles more complex HR responsibilities.

What are popular job titles related to Remote Human Resources Generalist jobs in Rochester, NY?

For Remote Human Resources Generalist jobs in Rochester, NY, the most frequently searched job titles are:

What job categories do people searching Remote Human Resources Generalist jobs in Rochester, NY look for?

The top searched job categories for Remote Human Resources Generalist jobs in Rochester, NY are:

What cities near Rochester, NY are hiring for Remote Human Resources Generalist jobs?

Cities near Rochester, NY with the most Remote Human Resources Generalist job openings:

Remote Human Resources Generalist jobs near you

Human Resources Manger

Fairport, NY • On-site, Remote

Fortitude Mining, LLC
See more jobs at Fortitude Mining, LLCexternal

Full-time

Medical, Life, Retirement

Posted 5 days ago

Job description

About Us:
Fortitude, backed by DCG, is an institutional-scale, vertically integrated venture mining platform operating across the Proof-of-Work ecosystem and anchored in Zcash. The Company pairs self-mining operations with an owned data center footprint, a diversified power portfolio backed by competitive long-term contracts, and disciplined capital allocation to identify and scale high-conviction opportunities in emerging Proof-of-Work protocols, beginning with its leadership position in the Zcash network.
Fortitude is led by an experienced team of operators, capital markets professionals, and digital asset specialists with a track record of identifying and scaling high-conviction opportunities and building privacy-preserving digital asset infrastructure.
Description
The HR Manager runs the day-to-day HR function for Fortitude - serving as the business partner to the operations team and building out the processes and programs behind it - as the Company scales and prepares to operate as a public company. Reporting to the CHRO, this person is the first point of contact for day-to-day employee support, with the largest share of that work supporting operations as HR business partner to site managers and the VP of Operations. It is a hands-on role responsible for partnering closely with the Company's PEO, keeping HRIS data accurate through regular audits, documenting HR processes and SOPs, and coordinating recruiting and onboarding across remote and site-based teams. The role also supports employee engagement and talent programs and serves as the CHRO's right hand on cross-functional projects - translating strategy into executable rollouts. This is an exciting time to join a growing team, with the opportunity to build, scale, and roll out the programs that support our employee base - and real room to leave a mark at an early-stage company.
Key Responsibilities
HR Business Partnership & Employee Support
  • Serve as the first point of contact for day-to-day employee support - answering questions, resolving routine and moderately complex employee relations matters, and escalating to the CHRO where appropriate.
  • Act as the HR business partner to the operations department, where the largest share of this role's support sits - building trusted, credible relationships with site managers and the VP of Operations.
  • Partner with site managers and the VP of Operations on staffing, scheduling, attendance, performance, safety culture, and employee relations matters, providing practical, on-the-ground HR support.
  • Build a regular cadence of in-person time at the mining and repair operations site to stay connected to that workforce's specific needs and day-to-day realities.

HR Operations, Process & Controls
  • Help document and maintain HR SOPs and process maps across payroll, onboarding/offboarding, leave, benefits, and data management.
  • Support and help maintain HR controls and approval workflows for data changes, pay changes, and access provisioning, with clear segregation of duties and auditable trails.
  • Identify process gaps and inefficiencies and help drive continuous improvement - standardizing, streamlining, and automating manual work as the Company
  • Own HR policy administration and the employee handbook, keeping documentation current, consistent, and compliant across jurisdictions.
  • Support the year-end performance management process, including the merit cycle - coordinating timelines, manager communications, and documentation.
  • Maintain the HRIS as the single source of truth for headcount, org structure, compensation records, and employee data - keeping it accurate and up to date through regular audits.
  • Run and maintain recurring reports and dashboards (headcount, turnover, time-to-fill).
  • Work closely with the Company's PEO (TriNet) on HR operations matters spanning payroll, reporting, leaves, and compliance - understanding the applicable rules well enough to navigate them, preparing employee communications, and working leave and compliance matters through to resolution.
  • Support workers' compensation administration and incident documentation for the mining site and repair operations, coordinating with site supervisors and the insurance broker.

Talent Acquisition
  • Own the administrative side of recruiting in Greenhouse - job postings, interview scheduling, candidate communication, offer letters, and background checks.
  • Partner with hiring managers and outside staffing agencies to move roles from intake through offer across both corporate/remote roles and site-based mining and repair operations roles.
  • Interview candidates alongside hiring managers and make sure the right process, tools, and templates are in place to support the Company's talent acquisition goals.
  • Run onboarding in Greenhouse for new hires, including site-specific requirements such as certifications and safety training.

Employee Engagement Programs
  • Serve as the frontline point of contact for benefits questions and open enrollment administration.
  • Support rollout of company-wide programs and policies.
  • Help design and run employee engagement initiatives - engagement surveys, feedback loops, recognition programs, and follow-up action planning - and track engagement trends over time.
  • Help execute our core talent programs as the function matures: the onboarding experience, a performance-review cadence, simple career frameworks, and manager enablement.

Special Projects
  • Serve as the CHRO's operational right hand on cross-functional projects - translating decisions on compensation, equity, and governance into executable plans, timelines, and clean rollouts.
  • Support company-wide policy rollouts, attestations, and compliance training logistics.
  • Support with preparing data and executive-ready HR materials for board presentations and managing the logistics behind them.
  • Support HR vendors and systems - TriNet (PEO), Greenhouse (ATS), HRIS, benefits brokers, background-check providers, and other HR vendors - including SLAs, renewals, and issue resolution.

Required Qualifications
  • 7+ years of progressive HR experience across HR operations, compliance, employment law, and HRIS/payroll work, ideally including multi-state and a mix of exempt and non-exempt populations.
  • Experience as an HR business partner or supporting a business unit or department from a partnership perspective - building relationships with leaders and managers and advising them on people matters.
  • Demonstrated experience building and documenting HR processes, SOPs, and controls.
  • A track record designing or running employee engagement and talent initiatives (engagement surveys, onboarding experience, performance cadence, recognition programs).
  • Experience with compensation design and administration practices - market analysis and benchmarking, preparing offer recommendations grounded in market data, and supporting the year-end performance management and merit cycle.
  • Experience working across a range of HR systems and engagement platforms spanning payroll, recruiting, and engagement.
  • AI savvy - demonstrated experience and success using AI tools (Claude preferred) to improve efficiency and streamline HR work.

Preferred Qualifications
  • Bachelor's degree in human resources, business, or a related field.
  • Direct experience supporting non-exempt employees across multiple sites/locations.
  • Experience working at a startup or high-growth environment and experience scaling up.
  • HR certification such as SHRM-CP/SHRM-SCP or PHR/SPHR.
  • Prior experience working at a public company in an HR department.

Work Environment
Fortitude operates as a lean, fast-moving team, and this role is no exception. We're looking for a self-starter who's energized by a hands-on, high-velocity environment where priorities shift quickly and there's real ownership from day one. This is a great fit for someone who wants to roll up their sleeves and grow with the Company in one of the most exciting and fast-evolving industries today. Success in this role means taking charge without waiting to be asked - spotting what needs to happen, forming a point of view, and bringing recommendations. We're looking for someone who is genuinely helpful, takes feedback well, and learns fast with every cycle.
  • This role can be based remotely from the Northeast U.S. or from a location in the Central time zone.
  • Some travel should be expected as needed to support business needs, including visiting sites across our footprint.

WHAT WE OFFER:
  • The chance to work in a fast-paced and fun start-up environment with experienced industry leaders
  • A learning environment where you can dive deep into the latest technologies and make an impact
  • Competitive base salary, bonus and incentive compensation
  • Discretionary time off - work with your manager to take time off when you need it
  • Professional development budget with flexibility for personal and professional growth
  • Outstanding health insurance for employee, partner and dependents
  • Life insurance, short-term & long-term disability coverage
  • 401K plan with company contribution
  • Flexible spending programs for medical and dependent care
  • Paid parental leave

Fortitude Mining takes pride in an environment that puts our team at the center. We believe a strong culture built around our people sets the foundation for how we operate as a business.
Employees have opportunities to share thoughts, opinions, and ideas through regular company meetings, town halls, and team events.
We emphasize the importance of each individual through engagement, teamwork, and creating an environment where everyone feels part of the team.
Fortitude Mining is an Equal Opportunity Employer and embraces diversity. We do not tolerate discrimination or harassment based on race, color, religion, marital status, gender (including pregnancy, childbirth or related medical conditions), gender identity, sexual orientation, parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, or any other non-merit-based factors protected under federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation, and training.
Disclaimer
The above statements are intended to describe the general nature and level of work performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.

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