Human Resources Generalist

Reports to: General Manager | Status: Full-Time, Non-Exempt (Hourly) | Location: Tempe, AZ Office (On-Site) | Schedule: 40 hours per week, weekdays | Pay: $25.00 – $35.00 per hour, depending on experience

Position Summary

The Human Resources Generalist owns FacilityIG's day-to-day human resources administration and corporate compliance obligations company-wide, working from the Tempe office. The role runs the full employee lifecycle — recruiting, onboarding, personnel records, timecards and payroll inputs, benefits, employee relations, and offboarding — and manages business licensing, bonding, and insurance. The Generalist is the primary point of contact for employees and managers on HR matters and for the fractional HR partner, insurance brokers, surety providers, and licensing authorities. The General Manager retains final authority on hires, terminations, pay changes, and formal discipline, and owns the safety program; this role has no safety-program responsibilities.

Key Responsibilities

Recruiting and Onboarding

• Own recruiting execution: post approved openings, source and screen candidates, schedule and participate in interviews, and recommend selections to hiring managers. Final hiring approval rests with the General Manager.
• Prepare offer letters from approved templates and route them for signature through DocuSign.
• Order and review background checks and pre-employment drug screens; adjudicate results against policy and issue FCRA pre-adverse and adverse-action notices when required.
• Run new-hire onboarding: I-9 and E-Verify, W-4, direct deposit, policy acknowledgments, Gusto setup, equipment and account coordination, first-day welcome emails, and enrollment in the SH/FT wellness program with the Chief Cultural Officer.
• Lead new-hire orientation and track completion; coordinate job-specific training with each employee's manager and maintain training records.

Employee Records, Payroll, and Benefits

• Maintain complete, accurate personnel files in the HR SharePoint library in line with the Employee Folder Organization Plan and document-retention policy.
• Audit and submit weekly timecards after supervisor approval. Administrative corrections may be made directly; changes to recorded hours require supervisor approval.
• Process payroll-related items with Accounting: new hires, approved pay adjustments, referral bonuses, reimbursements, per diem, and terminations.
• Administer benefits enrollment, changes, and annual open enrollment; serve as the employee contact for benefits questions and the liaison to carriers and the broker.
• Administer PTO, leave of absence, and accommodation requests in line with policy and applicable law; escalate contested or complex cases to the General Manager.
• Maintain the Active Employees List, Employee Document Tracker, and PTO log; flag expiring documents and licenses.

Employee Relations and Performance

• Serve as first point of contact for employees and managers on HR questions, policy interpretation, pay, and benefits.
• Intake and investigate employee complaints and conduct issues; document findings and recommend action, with the Chief Cultural Officer participating as a regular part of the process. Suspension and termination require General Manager approval.
• Support managers with performance reviews, performance-improvement plans, and disciplinary documentation; deliver written discipline jointly with the manager.
• Maintain the Employee Handbook and HR policies; coordinate employment-law questions with the fractional HR partner and manage that relationship.
• Run offboarding: exit paperwork, final-pay inputs, benefits removal, equipment return, and account deactivation.

Licensing, Bonding, and Insurance

• Manage business licenses, contractor licenses, bonds, and state registrations across operating jurisdictions; maintain the renewal calendar and file on time.
• Manage state and local tax registrations, annual report filings, and registered-agent service through CT Corporation; keep the filing calendar current.
• Administer insurance policies and renewals (general liability, workers' compensation, auto, umbrella) with the broker; maintain the certificate-of-insurance log and issue or request COIs for projects and vendors.
• Administer the workers' compensation program end to end: Concentra account and drug-testing orders, Concentra billing, claim reporting and follow-up with the carrier, return-to-work coordination, premium payments, and the annual premium audit. The safety investigation itself is owned by the General Manager.
• Respond to unemployment-insurance claims and notices in Arizona and Texas; file protests where warranted and represent the company at hearings with the General Manager.

HR Operations

• Keep HR postings, forms, and templates current and brand-correct across offices.
• Maintain employee contact lists, org charts, and the crew home map; prepare company-wide HR communications as directed.
• Maintain and advance the HR operating system, trackers, and automations in SharePoint, Gusto, and DocuSign.

Role Administration

• Direct reports: None.
• Spending authority: Up to $500 per transaction for recruiting advertising, background checks, filings, and HR supplies within approved budgets. Above $500 requires General Manager approval.
• Authority limits: Recommends hires, pay changes, and discipline; the General Manager approves. No authority to terminate or suspend.
• Timekeeping: Hourly, non-exempt. All hours recorded in the company timekeeping system; overtime only with prior approval.
• Confidentiality: Handles personnel, pay, medical, and investigation records; full discretion required.

Physical Requirements and Work Environment

• Office environment; prolonged periods sitting at a desk and working on a computer.
• Occasionally lift and move items up to 25 pounds.
• Occasional travel to Arizona job sites, the Phoenix-area warehouse, and the Austin office; valid driver's license required.

Measures of Success

• Accurate and timely payroll inputs, onboarding, and personnel administration; new hires fully set up before their first payroll.
• Employee-relations cases documented, investigated, and resolved on schedule with no compliance gaps.
• On-time licensing, bonding, insurance, and compliance renewals with accurate records.
• Managers and employees report timely, consistent HR support across both offices.

Employment Terms

This position is full-time, hourly, and non-exempt under the Fair Labor Standards Act. Employment with FacilityIG is at-will. This job description is not an exhaustive list of duties; responsibilities may change as business needs require. FacilityIG is an equal opportunity employer and will provide reasonable accommodations to qualified individuals with disabilities in accordance with the ADA.

Requirements

• Four or more years of progressive HR experience, including at least two in a generalist or employee-relations role; construction or field-services experience preferred.
• Working knowledge of FLSA, I-9/E-Verify, ADA, FMLA, workers' compensation, and Arizona and Texas wage-and-hour and paid-sick-leave requirements.
• Experience with contractor licensing, bonding, and commercial insurance administration preferred.
• Proficient in Microsoft 365 (Outlook, Excel, SharePoint, Teams); experience with Gusto, DocuSign, or Procore a plus.
• Bilingual English/Spanish strongly preferred.
• Sound judgment, high attention to detail, and demonstrated discretion with confidential information.
• Bachelor's degree in HR, business, or related field, or equivalent experience; aPHR, PHR, or SHRM-CP preferred.
• Ability to pass a background check.