About Positively Partners At Positively Partners, we are a team of people-centered, equity-focused consultants supporting nonprofit and social impact organizations to align people practices with their missions. Through our PositivelyHR service line, we provide outsourced HRsupport to organizations across the country, delivering high-quality, legally compliant, and inclusion-minded HR services that strengthen the employee experience and improve operational effectiveness.
Position Overview The HR Generalist plays a central role in howPositivelyHR delivers consistent, high-quality HR support across our client organizations. This role helps ensure that employees and managers receive timely, accurate guidance; that routine questions and processes are handled clearly and efficiently; and that more complex or sensitive matters are routed to the right team member with the appropriate context.
This is a day-to-day HR operations role focused on responsive, people-centered service delivery. The HR Generalist is often a first point of contact for employee questions and standard HR processes, helping employees and managers experience HR as clear, accessible, relational, and trustworthy.
The HR Generalist supports core HR functions with a strong commitment to compliance, equity, confidentiality, employee care, and operational excellence. This includes resolving standard questions and process issues, documenting work appropriately, following established workflows and escalation pathways, and identifying recurring pain points that may be improved through clearer processes, tools, templates, or communication.
The HR Generalist works within a defined service delivery model, partnering with a Senior HR Generalist, Consultants, Payroll, and Systems/IT to ensure each request receives the right level of support. This role is essential to helping PositivelyHR scale our work while maintaining the consistency, care, and quality our clients expect.
Key ResponsibilitiesEmployee Lifecycle Support: - Review offer letters, employment documents, and related employee communications for accuracy, consistency, and compliance with applicable federal, state, and local laws.
- Review new hire requests and employment documents for accuracy, consistency, and alignment with client-specific requirements before issuing materials or initiating onboarding.
- Lead clear, organized onboarding and orientation to HR systems, policies, expectations, and resources.
- Coordinate standard offboarding tasks, including checklists, system access termination notices, employee record updates, and routing of final pay/PTO information to the appropriate Payroll owner. Identify termination-related questions or risk factors that require escalation before guidance, documentation, or decisions are finalized.
- Maintain and keep current all new hire onboarding and offboarding resources, email templates, workflows, and checklists.
- Support payroll accuracy by ensuring timely and accurate HR inputs, including new hires, terminations, pay changes, and additional earnings, and by routing payroll discrepancies or pay-impacting issues to the Payroll team for resolution.
Compliance & Reporting: - Support required HR compliance tasks, such as preparing or organizing data for EEO-1 filings, distributing required notices, and initiating standard vendor portal processes.
- Ensure timely submission of reports and required documentation by responding to data requests, pulling compliance-driven reports, and collaborating across internal and external teams to maintain audit readiness.
- Maintain working awareness of common compliance-sensitive areas, including I-9/E-Verify, COBRA, final paycheck timing, qualifying life events, minimum wage, protected leave, and accommodations, and promptly route or escalate matters requiring interpretation, eligibility review, or risk assessment.
- Complete compliance-related work with strong attention to detail, confidentiality, documentation, and follow-through.
- Support legally sound HR practices by working within established processes, templates, and escalation pathways.
HR Systems & Employee Support: - Serve as a responsive and trusted first point of contact for day-to-day employee questions, standard HR processes, and basic HR systems troubleshooting.
- Own routine HR administrative requests, including employment verifications and letters, I-9 completion and reverification, personnel file requests, handbook/training acknowledgements, basic policy questions with clear handbook answers, PTO/leave balance inquiries, and standard recordkeeping updates.
- Triage employee questions and concerns to determine whether the matter can be resolved directly, redirected to the appropriate manager, or escalated to PositivelyHR leadership.
- Categorize incoming work into defined service workstreams to support consistent routing, ownership, and reporting.
- Escalate complex, sensitive, or higher-risk matters promptly, including concerns related to discrimination, harassment, retaliation, accommodations, protected leave, wage and hour issues, employee relations risk, policy exceptions, or potential legal exposure.
- Before escalating, review relevant client context, policies, SOPs, prior communications, and system records; document what has been reviewed or attempted; and provide relevant documentation, risk considerations, and a recommended next step.
- Maintain fluency across PositivelyHR tools, systems, templates, and resources so employees and managers can be directed to the right support quickly and consistently.
- Monitor recurring employee needs, confusion points, or process breakdowns, and surface opportunities to improve guidance, templates, workflows, or communication with PositivelyHR leadership.
Client & Employee Service Excellence: - Anticipate the employee's likely next question and provide clear, complete guidance whenever possible.
- Follow through on open items, ensuring employees and managers understand ownership, next steps, and expected timing.
- Maintain appropriate boundaries between HR support, manager accountability, and formal investigation or decision-making authority.
What Success Looks Like Success in this role means employees and managers experience HR support as responsive, clear, consistent, and easy to navigate. Requests are acknowledged promptly, categorized accurately, documented consistently, and either resolved or routed within expected service timelines. Open items are followed through to completion, and employees are not left wondering who owns the next step.
The HR Generalist helps reduce friction in the employee experience by clarifying next steps, minimizing unnecessary handoffs, and surfacing patterns that can improve how PositivelyHR supports clients over time. They balance urgency with sound judgment, warmth with professional boundaries, and employee care with legal and operational excellence.
Qualifications & CompetenciesRequired: - 3+ years of experience in human resources, with generalist responsibilities across core HR functions.
- Foundational HR certification, or active pursuit of certification, such as aPHR, SHRM-CP, PHR, or similar; or a bachelor's or master's degree in Human Resources.
- Familiarity with employment law and HR best practices, with a track record of applying them thoughtfully in day-to-day work.
- Strong service orientation, with the ability to respond to employee needs with urgency, care, clarity, and sound judgment.
- Experience managing a high volume of employee, manager, or customer service requests while maintaining accuracy, responsiveness, documentation, organization, and follow-through.
- Ability to communicate HR information in a way that is simple, accurate, empathetic, and action-oriented.
- Demonstrated ability to triage requests, identify what can be resolved independently, and escalate appropriately when issues are complex, sensitive, confidential, or higher risk.
- Demonstrated judgment in maintaining confidentiality, working within role authority, and recognizing issues that require leadership, legal, or client escalation.
- Ability to identify patterns in employee questions or process breakdowns and recommend practical improvements.
- Comfort working within standardized processes, templates, and workflows while maintaining a relational and human-centered approach.
- Comfortable working independently in a remote environment with multiple stakeholders.
Preferred: - Prior experience using HRIS or case management platforms to support employee requests, records, workflows, or reporting.
- Experience providing high-volume HR, customer service, or employee support in a multi-client, outsourced, shared services, or consulting environment.
- Experience improving employee-facing HR processes, templates, communications, or workflows to increase clarity, consistency, and efficiency.
Compensation & Benefits Positively Partners offers staff a robust compensation and benefits package including access to high-quality, inclusive health benefits that prioritize employee agency and an opportunity for an end-of-year discretionary bonus calculated in equal measure based on individual, team, and organizational performance.
The salary range for this role is $62,250-70,750. Positively Partners is committed to supporting employee growth in our field, including providing training and support on an ongoing basis.
Location/Work Expectations This is a remote position, open to candidates based in the United States. To best serve our primarily East Coast clients, candidates must be available to work Eastern Time Zone hours.
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©Copyright 2026Positively Partners LLC
Department Human Resources & Talent Role Associate/Coordinator Locations Remote (US) Remote status Fully Remote Organization Positively Partners
About Positively Partners At Positively Partners, we are a team of people-centered, equity-focused consultants supporting nonprofit and social impact organizations to align people practices with their missions. Through our PositivelyHR service line, we provide outsourced HRsupport to organizations across the country, delivering high-quality, legally compliant, and inclusion-minded HR services that strengthen the employee experience and improve operational effectiveness.
Position Overview The HR Generalist plays a central role in howPositivelyHR delivers consistent, high-quality HR support across our client organizations. This role helps ensure that employees and managers receive timely, accurate guidance; that routine questions and processes are handled clearly and efficiently; and that more complex or sensitive matters are routed to the right team member with the appropriate context.
This is a day-to-day HR operations role focused on responsive, people-centered service delivery. The HR Generalist is often a first point of contact for employee questions and standard HR processes, helping employees and managers experience HR as clear, accessible, relational, and trustworthy.
The HR Generalist supports core HR functions with a strong commitment to compliance, equity, confidentiality, employee care, and operational excellence. This includes resolving standard questions and process issues, documenting work appropriately, following established workflows and escalation pathways, and identifying recurring pain points that may be improved through clearer processes, tools, templates, or communication.
The HR Generalist works within a defined service delivery model, partnering with a Senior HR Generalist, Consultants, Payroll, and Systems/IT to ensure each request receives the right level of support. This role is essential to helping PositivelyHR scale our work while maintaining the consistency, care, and quality our clients expect.
Key ResponsibilitiesEmployee Lifecycle Support: - Review offer letters, employment documents, and related employee communications for accuracy, consistency, and compliance with applicable federal, state, and local laws.
- Review new hire requests and employment documents for accuracy, consistency, and alignment with client-specific requirements before issuing materials or initiating onboarding.
- Lead clear, organized onboarding and orientation to HR systems, policies, expectations, and resources.
- Coordinate standard offboarding tasks, including checklists, system access termination notices, employee record updates, and routing of final pay/PTO information to the appropriate Payroll owner. Identify termination-related questions or risk factors that require escalation before guidance, documentation, or decisions are finalized.
- Maintain and keep current all new hire onboarding and offboarding resources, email templates, workflows, and checklists.
- Support payroll accuracy by ensuring timely and accurate HR inputs, including new hires, terminations, pay changes, and additional earnings, and by routing payroll discrepancies or pay-impacting issues to the Payroll team for resolution.
Compliance & Reporting: - Support required HR compliance tasks, such as preparing or organizing data for EEO-1 filings, distributing required notices, and initiating standard vendor portal processes.
- Ensure timely submission of reports and required documentation by responding to data requests, pulling compliance-driven reports, and collaborating across internal and external teams to maintain audit readiness.
- Maintain working awareness of common compliance-sensitive areas, including I-9/E-Verify, COBRA, final paycheck timing, qualifying life events, minimum wage, protected leave, and accommodations, and promptly route or escalate matters requiring interpretation, eligibility review, or risk assessment.
- Complete compliance-related work with strong attention to detail, confidentiality, documentation, and follow-through.
- Support legally sound HR practices by working within established processes, templates, and escalation pathways.
HR Systems & Employee Support: - Serve as a responsive and trusted first point of contact for day-to-day employee questions, standard HR processes, and basic HR systems troubleshooting.
- Own routine HR administrative requests, including employment verifications and letters, I-9 completion and reverification, personnel file requests, handbook/training acknowledgements, basic policy questions with clear handbook answers, PTO/leave balance inquiries, and standard recordkeeping updates.
- Triage employee questions and concerns to determine whether the matter can be resolved directly, redirected to the appropriate manager, or escalated to PositivelyHR leadership.
- Categorize incoming work into defined service workstreams to support consistent routing, ownership, and reporting.
- Escalate complex, sensitive, or higher-risk matters promptly, including concerns related to discrimination, harassment, retaliation, accommodations, protected leave, wage and hour issues, employee relations risk, policy exceptions, or potential legal exposure.
- Before escalating, review relevant client context, policies, SOPs, prior communications, and system records; document what has been reviewed or attempted; and provide relevant documentation, risk considerations, and a recommended next step.
- Maintain fluency across PositivelyHR tools, systems, templates, and resources so employees and managers can be directed to the right support quickly and consistently.
- Monitor recurring employee needs, confusion points, or process breakdowns, and surface opportunities to improve guidance, templates, workflows, or communication with PositivelyHR leadership.
Client & Employee Service Excellence: - Anticipate the employee's likely next question and provide clear, complete guidance whenever possible.
- Follow through on open items, ensuring employees and managers understand ownership, next steps, and expected timing.
- Maintain appropriate boundaries between HR support, manager accountability, and formal investigation or decision-making authority.
What Success Looks Like Success in this role means employees and managers experience HR support as responsive, clear, consistent, and easy to navigate. Requests are acknowledged promptly, categorized accurately, documented consistently, and either resolved or routed within expected service timelines. Open items are followed through to completion, and employees are not left wondering who owns the next step.
The HR Generalist helps reduce friction in the employee experience by clarifying next steps, minimizing unnecessary handoffs, and surfacing patterns that can improve how PositivelyHR supports clients over time. They balance urgency with sound judgment, warmth with professional boundaries, and employee care with legal and operational excellence.
Qualifications & CompetenciesRequired: - 3+ years of experience in human resources, with generalist responsibilities across core HR functions.
- Foundational HR certification, or active pursuit of certification, such as aPHR, SHRM-CP, PHR, or similar; or a bachelor's or master's degree in Human Resources.
- Familiarity with employment law and HR best practices, with a track record of applying them thoughtfully in day-to-day work.
- Strong service orientation, with the ability to respond to employee needs with urgency, care, clarity, and sound judgment.
- Experience managing a high volume of employee, manager, or customer service requests while maintaining accuracy, responsiveness, documentation, organization, and follow-through.
- Ability to communicate HR information in a way that is simple, accurate, empathetic, and action-oriented.
- Demonstrated ability to triage requests, identify what can be resolved independently, and escalate appropriately when issues are complex, sensitive, confidential, or higher risk.
- Demonstrated judgment in maintaining confidentiality, working within role authority, and recognizing issues that require leadership, legal, or client escalation.
- Ability to identify patterns in employee questions or process breakdowns and recommend practical improvements.
- Comfort working within standardized processes, templates, and workflows while maintaining a relational and human-centered approach.
- Comfortable working independently in a remote environment with multiple stakeholders.
Preferred: - Prior experience using HRIS or case management platforms to support employee requests, records, workflows, or reporting.
- Experience providing high-volume HR, customer service, or employee support in a multi-client, outsourced, shared services, or consulting environment.
- Experience improving employee-facing HR processes, templates, communications, or workflows to increase clarity, consistency, and efficiency.
Compensation & Benefits Positively Partners offers staff a robust compensation and benefits package including access to high-quality, inclusive health benefits that prioritize employee agency and an opportunity for an end-of-year discretionary bonus calculated in equal measure based on individual, team, and organizational performance.
The salary range for this role is $62,250-70,750. Positively Partners is committed to supporting employee growth in our field, including providing training and support on an ongoing basis.
Location/Work Expectations This is a remote position, open to candidates based in the United States. To best serve our primarily East Coast clients, candidates must be available to work Eastern Time Zone hours.
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©Copyright 2026Positively Partners LLC
Department Human Resources & Talent Role Associate/Coordinator Locations Remote (US) Remote status Fully Remote Organization Positively Partners
