{"id":1281797,"url":"https://alion.io/job/journeytrack-hr-generalist","title":"HR Generalist","company":{"id":2531107,"name":"JourneyTrack","domain":"journeytrack.io","url":"https://alion.io/company/journeytrack","size_band":"1-10","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"ADP","truth_index":null},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Miami, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":78000,"max_usd":158000,"period":"year","method":"role_seniority_country_remote_cell","sample_n":2604},"experience_years_min":5,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-08-24T18:22:00Z","employer_posted_date":"2026-08-24","last_verified_at":"2026-10-23T17:11:19Z","board_verified":true,"closed_at":null,"days_open":60,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":60},"description":"Job Summary\nAs the Human Resources Generalist / Employee Success Leader, you are expected to drive Human Resources programs, practices, processes, and policies that have a huge impact on the organization, including organizational development, employee relations, employee engagement and satisfaction, performance management, and compensation analysis. This role serves as the primary evangelist of the culture, working directly with the Company’s most important asset, the employees.\nBelow is a list of primary responsibilities for this position. The employee must be able to exercise discretion and independent judgment on matters of significance to KLI. Those areas are outlined below.\nMay be required to occasionally work irregular hours, nights, and weekends as required.\nGeneral Accountabilities:\nHR Related Tasks (90%+):\nRecruitment and Staffing\nDevelop and implement effective recruiting and staffing strategies.\n\nConduct initial screenings and coordinate the hiring process.\n\nCollaborate with hiring managers to identify staffing needs.\n\nManage the onboarding process for new employees.\n\nEmployee Relations\nWork with Leadership to help address employee relations issues and conduct investigations as needed.\n\nGuide disciplinary actions and terminations.\n\nCoordinate employee leave administration including FMLA, ADA accommodations, parental leave, medical leave, and applicable state leave programs with ADP EOR.\n\nServe as liaison between employees, managers, and ADP EOR throughout the leave process.\n\nPerformance Management\nImplement and manage performance appraisal processes.\n\nCoach managers on performance conversations, documentation, employee relations, and best HR practices.\n\nDevelop and implement performance improvement plans.\n\nTraining and Development\nSupport managers with soft skill training needs and coordinate training programs.\n\nFacilitate employee development initiatives.\n\nCreate and maintain training records.\n\nCompensation and Benefits\nAdminister and explain employee benefits programs.\n\nAssist in the development of compensation structures.\n\nConduct salary surveys and analyze compensation trends.\n\nForm Management: Owning the end-to-end collection, verification, and processing of all employee 401(k) enrollment forms, loan requests, and contribution change forms.\n\nSignature Auditing: Physically auditing submitted paperwork to catch and fix compliance errors-such as ensuring employees print and physically sign documents when vendors (like Employee Fiduciary) reject digital signatures.\n\nPayroll Setup: Manually updating and auditing employee benefit deductions directly within the payroll system to guarantee accurate cycle runs.\n\nPayroll Administration\nPayroll Lifecycle Administration: Own the comprehensive system data entry and administrative setup for all recurring and off-cycle payroll runs-including processing new hire configurations, localized multi-state tax updates, and 401(k) or benefit deduction modifications-ensuring complete data integrity across human resources and compensation platforms.\n\nCoordinate payroll inputs with ADP EOR, including bonuses, commissions, reimbursements, PTO adjustments, and compensation changes.\n\nAudit payroll reports received from ADP EOR prior to processing.\n\nResolve payroll discrepancies with employees and ADP EOR.\n\nPre-Execution Auditing & Submission:Conduct meticulous pre-payroll audits on all variable compensation changes, hourly logs, and submitted expense adjustments to safeguard company funds, packaging the finalized data to submit to leadership for final review, approval, and financial execution.\n\nPolicy Development and Compliance\nDevelop, update, and communicate HR policies and procedures.\n\nEnsure compliance with labor laws and regulations.\n\nConduct regular audits to ensure policy adherence.\n\nHRIS Management\nMaintain and update employee records in the HRIS (Human Resources Information System).\n\nGenerate reports for management as needed.\n\nEnsure data accuracy and confidentiality.\n\nUpdating the company intranet with regard to HR matters\n\nEOR Vendor Management\nServe as the administrator and point of contact for ADP EOR.\n\nCoordinate onboarding, offboarding, employment changes, promotions, salary adjustments, and terminations through ADP EOR.\n\nEnsure all required documentation is submitted accurately and on time.\n\nManage escalations and resolve employee issues with ADP EOR.\n\nEmployee Engagement\nDevelop and implement employee engagement initiatives.\n\nConduct surveys and gather feedback to improve workplace satisfaction.\n\nOrganize events and activities to foster a positive work environment.\n\nCapacity Alert Index: Tracking and flagging when specific departments or individuals are hitting peak capacity boundaries to allow leadership to reallocate support before burnout causes a drop in work quality.\n\nNon-Monetary Reward Utilization: The adoption and participation rate of creative, non-monetary recognition programs designed to give employees meaning and professional validation during tight financial quarters.\n\nPulse Sentiment Score: A quarterly, short-form pulse survey metric specifically tracking employee sentiment regarding \"workload balance\" and \"clarity of the company vision for their personal career growth\".\n\nDevelop and maintain HR dashboards including headcount, turnover, hiring metrics, time-to-fill, employee engagement, retention, compensation trends, and training completion.\n\nWorkplace Safety\nCollaborate with safety committees to ensure a safe work environment.\n\nConduct safety training and drills.\n\nInvestigate and report workplace accidents.\n\nLegal Compliance\nStay informed about changes in employment laws and regulations.\n\nAdvise management on the legal implications of HR decisions.\n\nManage employment compliance through ADP Employer of Record (EOR) across U.S. states and international jurisdictions via Globalization Partners (G-P.com) as applicable.\n\nCoordinate with ADP and G-P EOR on employment law changes, statutory benefits, leave requirements, tax registrations, and local labor compliance.\n\nEnsure employment practices remain compliant with applicable federal, state, and country-specific regulations.\n\nRecords Management\nMaintain accurate and up-to-date employee records.\n\nManage personnel files in compliance with legal requirements.\n\nMaintain employment documentation including offer letters, employment agreements, policy acknowledgements, compensation changes, and performance records in coordination with ADP EOR.\n\nEnsure proper document retention and disposal.\n\nEmployee Communication\nFacilitate effective communication between employees and management.\n\nDisseminate relevant information through various channels.\n\nAddress employee inquiries and concerns.\n\nIn this role you will work on these skills:\nCollaborate with management.\n\nStrong interpersonal skills to allow for handling sensitive and confidential matters and strong written and verbal communication skills required.\n\nAdherence to strict confidentiality of all employee-related information and files.\n\nAbility to multitask, work in a fast-paced office, and manage multiple priorities and deadlines with accuracy.\n\nFrom a tooling perspective, you should be able to:\nBe adept at the technology that applies to human resources data, talent acquisition, benefit enrollment, and payroll cycle.\n\nContinue to stay abreast of trends in technology related to HR\n\nAdditional Responsibilities:\nComplete quarterly rocks on time\n\nFacilitate, Coordinate, and Attend Key Lime or Usability events when asked\n\nOther tasks as assigned\n\nJob Qualifications\nMinimum Education: Bachelor's Degree in Business, Human Resources, or related degree\n\nMinimum Experience: 5 Years in the HR field\n\nPreferred Experience: 5-7 Years, or equivalent combination of education and related experience\n\nMust have: 2+ using/administering ADP Workforce Now (Advanced user, not beginner)\n\nHuman Resources certification (PHR or SPHR) is preferred.","description_format":"text","description_chars":7923,"description_truncated":false,"requirements":{"experience_years_min":5,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":{"level":"bachelor","optional":false},"security_clearance":false,"languages":[]},"benefits":["Parental leave"],"hiring_locations":[],"hiring_excludes":[],"relocation_offered":false,"industries":["Artificial Intelligence","Cybersecurity","Decision 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