Human Resources Generalist

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CrewBloom

WebsiteLinkedInAll Job Openings

201 - 500 employees

Founded 2016

🤝 B2B

☁️ SaaS

🎯 Recruiter

B2B • SaaS • Recruitment

CrewBloom is a remote staffing agency dedicated to connecting businesses with top-tier remote talent across various industries. They streamline the hiring process by sourcing, screening, and onboarding qualified candidates tailored to the specific needs of their clients, ensuring a seamless integration into teams. With a focus on global talent acquisition, CrewBloom empowers companies to scale their operations efficiently while reducing costs and maintaining compliance with HR regulations.

📋 Description

• The Human Resources Generalist is responsible for managing the full employee lifecycle for all office staff from sourcing and recruitment through onboarding, credentialing, active employment administration, and offboarding. • Source qualified candidates for all open office staff positions through job boards, professional networks, referrals, and targeted outreach • Post and manage job listings across active recruiting platforms and maintain accurate job descriptions for each office role • Conduct initial phone screens to evaluate candidate qualifications, cultural fit, and availability • Schedule and coordinate interviews between candidates and hiring managers or the HR Director • Manage offer communications, pre-employment documentation collection, and hiring decisions in alignment with HR policy • Maintain an active and organized candidate pipeline for all open office positions and provide weekly updates to the HR Director • Execute the full onboarding process for all incoming office staff from offer acceptance through completion of the first week • Ensure all pre-employment requirements are completed and verified before the employee's first day, including credentials, I-9 documentation, E-Verify, and signed offer materials • Facilitate new hire orientation, ensuring employees understand policies, systems, expectations, and culture • Coordinate with IT, operations, and department managers to ensure workstation access, system logins, and equipment are ready on Day 1 • Track onboarding completion for each new hire and follow up on any outstanding items until fully resolved • Serve as the primary point of contact for new hire questions during the onboarding period • Enroll all incoming office staff in the fingerprint clock-in system on or before their first day of employment • Verify that each employee's fingerprint profile is active, functional, and linked to their correct HRIS record before their first shift • Troubleshoot and resolve fingerprint enrollment issues promptly in coordination with IT or the system administrator • Process clock-in system deactivations for separated employees on the same day as their termination effective date • Maintain accurate records of all active fingerprint clock-in enrollments and flag any discrepancies to the HR Director • Identify and collect all required credentials, certifications, and licenses for each office role before the employee's start date • Verify the authenticity and validity of all submitted credentials before the employee begins work • Maintain a credential tracking system for all office staff that includes issue dates, expiration dates, and renewal deadlines • Send proactive renewal reminders to office staff in advance of any credential expiration • Escalate any credential gaps, delays, or verification issues to the HR Director immediately • Ensure zero office staff members begin employment with incomplete or unverified credentials • Complete E-Verify submissions for all office staff new hires within 3 business days of the date of hire • Document all submission dates, case numbers, and final E-Verify statuses in the employee's personnel file • Manage Tentative Non-Confirmation (TNC) cases in accordance with federal guidelines and escalate to the HR Director immediately upon receipt • Maintain 100% E-Verify compliance across all office staff hires with no exceptions or missed submissions • Maintain a current and accurate probation tracker for all office staff employees serving a probationary period • Log each employee's probation start date, scheduled end date, and applicable performance review milestone upon hire • Issue timely notifications to the HR Director and the employee's direct manager in advance of each probation period end date to ensure performance reviews are completed on time • Document probation outcomes, including successful completion, extension, or termination, in the employee's personnel file and HRIS record • Escalate any employee who reaches their probation end date without a completed review to the HR Director immediately • Ensure no employee transitions out of probationary status without a documented and approved performance determination • Initiate the full offboarding process on the same day a separation is confirmed, whether voluntary or involuntary • Collect all company property, including access badges, equipment, and keys, on or before the employee's last day • Deactivate system access, HRIS records, and fingerprint clock-in enrollment on the effective date of termination • Process and file all required separation documentation, including resignation letters, termination notices, and final pay notifications, in coordination with payroll • Conduct or coordinate exit interviews as directed by the HR Director and document findings for HR records • Ensure COBRA or benefits continuation notices are issued within legally required timeframes in coordination with the benefits administrator • Update the employee's HRIS status and personnel file to reflect separation accurately and on time • Maintain a termination log that tracks all separations by date, type, and department for reporting purposes • Enter all office staff new hire information into the HRIS on the same business day as hire confirmation • Update employee records in the HRIS at each employment milestone, including onboarding completion, status changes, promotions, and terminations • Ensure all HRIS records for office staff are complete, accurate, and audit-ready at all times • Run HRIS reports on office headcount, onboarding status, probation, open positions, and separations as requested by the HR Director • Identify and correct any data entry errors or record discrepancies promptly • Maintain complete and organized personnel files for all office staff in compliance with documentation standards and applicable employment law • Ensure all required documents are collected, filed, and current for each active employee, including offer letters, I-9s, signed policies, credentials, probation records, and performance documents • Conduct routine audits of office staff personnel files to identify and resolve any gaps or missing documentation • Safeguard the confidentiality and security of all employee files and records • Maintain separated employee files in accordance with applicable records retention requirements • Maintain and update the new hire orientation PowerPoint presentation to reflect current policies, procedures, organizational structure, and any operational changes • Review and revise the orientation deck before each new hire orientation cycle to ensure accuracy and relevance • Collaborate with the HR Director and department heads to incorporate updated content, compliance requirements, or cultural messaging into orientation materials • Ensure orientation materials are professional, consistent with branding, and aligned with the employee experience standard set by the HR Director • Maintain a complete and up-to-date birthday tracker for all active office staff • Add new hires to the birthday tracker upon onboarding completion and remove separated employees promptly • Provide timely notifications or reminders to the HR Director or leadership team as directed to support employee recognition efforts • Keep the tracker accurate, organized, and accessible for the HR team's use • Complete additional tasks and special projects as assigned by the HR Director • Support HR operations during audits, compliance reviews, open enrollment, or high-volume hiring periods • Assist with policy updates, HR communications, and process improvement initiatives as directed • Participate in HR team meetings and contribute to the continuous improvement of HR systems

🎯 Requirements

• High school diploma or GED required • Associate's or Bachelor's degree in Human Resources, Business Administration, or a related field preferred • PHR or SHRM-CP certification is a plus • Minimum 2 years of experience in an HR Generalist, HR Coordinator, or HR Administrator role required • Prior experience in a healthcare or regulated industry strongly preferred • Demonstrated experience managing full-cycle recruiting and full employee lifecycle administration for professional staff • Experience in processing terminations, conducting offboarding, and managing separation documentation required • Experience with HRIS platforms required; Zoho or similar system experience preferred • Proven experience with E-Verify, I-9 administration, and employment eligibility compliance • Experience managing probationary period tracking and coordinating performance review timelines preferred • Familiarity with biometric timekeeping or fingerprint clock-in system administration is a plus

🏖️ Benefits

• Join Our Dynamic Team: Experience our fun, inclusive, innovative culture that values your unique contributions and supports your professional growth. • Embrace the Opportunities: Seize daily chances to learn, innovate, and excel. Make a real impact in your field. • Limitless Career Growth: Unlock a world of possibilities and resources to propel your career forward. • Fast-Paced Thrills: Thrive in a high-energy, engaging atmosphere. Embrace challenges and reap stimulating rewards. • Flexibility, Your Way: Embrace the freedom to work from home or any location of your choice. Create your ideal work environment. • Work-Life Balance at Its Best: Say goodbye to stressful commutes and hello to quality time with loved ones. Achieve a healthy work-life integration to perform at your best.