[Remote] Positively Partners Human Resources Generalist

Note: The job is a remote job and is open to candidates in USA. Positively Partners is a team of equity-focused consultants supporting nonprofit organizations. They are seeking a Human Resources Generalist to deliver high-quality HR support, ensuring timely guidance for employees and managers while maintaining compliance and operational excellence.ResponsibilitiesReview offer letters, employment documents, and related employee communications for accuracy, consistency, and compliance with applicable federal, state, and local lawsReview new hire requests and employment documents for accuracy, consistency, and alignment with client-specific requirements before issuing materials or initiating onboardingLead clear, organized onboarding and orientation to HR systems, policies, expectations, and resourcesCoordinate 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 finalizedMaintain and keep current all new hire onboarding and offboarding resources, email templates, workflows, and checklistsSupport 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 resolutionSupport required HR compliance tasks, such as preparing or organizing data for EEO-1 filings, distributing required notices, and initiating standard vendor portal processesEnsure 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 readinessMaintain 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 assessmentComplete compliance-related work with strong attention to detail, confidentiality, documentation, and follow-throughSupport legally sound HR practices by working within established processes, templates, and escalation pathwaysServe as a responsive and trusted first point of contact for day-to-day employee questions, standard HR processes, and basic HR systems troubleshootingOwn 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 updatesTriage employee questions and concerns to determine whether the matter can be resolved directly, redirected to the appropriate manager, or escalated to PositivelyHR leadershipCategorize incoming work into defined service workstreams to support consistent routing, ownership, and reportingEscalate 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 exposureBefore 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 stepMaintain fluency across PositivelyHR tools, systems, templates, and resources so employees and managers can be directed to the right support quickly and consistentlyMonitor recurring employee needs, confusion points, or process breakdowns, and surface opportunities to improve guidance, templates, workflows, or communication with PositivelyHR leadershipAnticipate the employee's likely next question and provide clear, complete guidance whenever possibleFollow through on open items, ensuring employees and managers understand ownership, next steps, and expected timingMaintain appropriate boundaries between HR support, manager accountability, and formal investigation or decision-making authoritySkills3+ years of experience in human resources, with generalist responsibilities across core HR functionsFoundational 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 ResourcesFamiliarity with employment law and HR best practices, with a track record of applying them thoughtfully in day-to-day workStrong service orientation, with the ability to respond to employee needs with urgency, care, clarity, and sound judgmentExperience managing a high volume of employee, manager, or customer service requests while maintaining accuracy, responsiveness, documentation, organization, and follow-throughAbility to communicate HR information in a way that is simple, accurate, empathetic, and action-orientedDemonstrated ability to triage requests, identify what can be resolved independently, and escalate appropriately when issues are complex, sensitive, confidential, or higher riskDemonstrated judgment in maintaining confidentiality, working within role authority, and recognizing issues that require leadership, legal, or client escalationAbility to identify patterns in employee questions or process breakdowns and recommend practical improvementsComfort working within standardized processes, templates, and workflows while maintaining a relational and human-centered approachComfortable working independently in a remote environment with multiple stakeholdersPrior experience using HRIS or case management platforms to support employee requests, records, workflows, or reportingExperience providing high-volume HR, customer service, or employee support in a multi-client, outsourced, shared services, or consulting environmentExperience improving employee-facing HR processes, templates, communications, or workflows to increase clarity, consistency, and efficiencyBenefitsAccess to high-quality, inclusive health benefits that prioritize employee agencyAn opportunity for an end-of-year discretionary bonus calculated in equal measure based on individual, team, and organizational performanceProviding training and support on an ongoing basisCompany OverviewStone House makes a difference in our community by caring for and protecting adult and child survivors of domestic abuse, and helping them rebuild safe, secure, independent lives of purpose and self-fulfillment. It was founded in 1974, and is headquartered in Roxbury, MA, US, with a workforce of 11-50 employees. Its website is http://www.stonehouseinc.org.