Enter a job title or keyword
Human Resources Generalist
Job Location:
Yearly Salary:
Posted:
5 September 2026 (7 hours ago)
Posted:
Application Deadline:
3 December 2026
Application Deadline:
Vacancies:
1 Vacancy
Vacancies:
Job Summary
Benefits:
- Health insurance
- Paid time off
- Vision insurance
- 401(k)
- Dental insurance
Job Title: HR Generalist
FLSA Classification: Non-Exempt
Supervisor: Human Resources Manager
Pay Grade: Grade 12; step depending on experience and qualifications
Schedule: Monday through Friday 8:00 a.m. to 5:00 p.m.; 12 Month Employee. Hours may vary based on program needs
FLSA Classification: Non-Exempt
Supervisor: Human Resources Manager
Pay Grade: Grade 12; step depending on experience and qualifications
Schedule: Monday through Friday 8:00 a.m. to 5:00 p.m.; 12 Month Employee. Hours may vary based on program needs
Position Summary
The Human Resources Generalist independently manages a broad range of day-to-day human resources processes across the employee lifecycle including recruitment hiring onboarding benefits leave employee records HR systems training administration performance-process support employee changes compliance and separations. The position is a hands-on HR professional role not an administrative assistant position.
Reporting to the Human Resources Manager the Generalist serves as an accessible resource for employees and supervisors resolves routine HR questions and transactions maintains accurate records and follow-through and escalates matters that require manager-level judgment. Effective performance allows routine HR work to move accurately and promptly while preserving the Managers capacity for employee relations investigations supervision improvement work and more complex HR matters.
Connection to EOACs Work
Vision: Every family thriving.
Mission: EOAC moves families forward by connecting them to opportunities that build lasting stability.
Every EOAC position contributes to the agencys mission values and strategic plan. The Human Resources Generalist supports EOACs work by helping ensure employees are hired onboarded supported documented and separated consistently and that supervisors receive timely administrative and procedural support.
Putting people first by providing respectful timely and helpful HR support to applicants employees and supervisors.
Acting with integrity by protecting confidentiality maintaining accurate records following approved processes and raise concerns when something does not appear correct.
Working together by coordinating closely with the Human Resources Manager supervisors Finance and employees so HR transactions and information move smoothly.
Focusing on results by completing routine HR work accurately and on time reducing missed follow-up and helping employees and supervisors understand what is required next.
Essential Duties and Responsibilities
Role Authority and Partnership
The Human Resources Generalist independently manages assigned routine HR processes and resolves routine questions within approved policy established procedures and delegated authority.
The Human Resources Manager is responsible for HR leadership policy interpretation complex employee relations investigations compensation analysis and recommendations significant personnel guidance and matters requiring higher-level judgment. The Generalist supports those responsibilities through documentation research coordination and follow-through and escalates issues appropriately.
Supervisors remain responsible for managing employees assigning work addressing daily performance and making supervisory decisions within EOAC policy.
Finance owns payroll processing. The Generalist prepares and communicates accurate personnel benefit leave deduction and other employee-change information needed by Finance for payroll.
Recruitment and Hiring
Manage assigned recruitment workflows from approved vacancy through onboarding including job posting applicant tracking interview coordination and candidate communication.
Maintain current job postings and applicant information in EOACs recruitment systems.
Conduct or coordinate initial applicant screening as assigned and ensure candidates receive timely communication.
Coordinate interview schedules materials and documentation with hiring managers.
Prepare approved offer materials and coordinate required pre-employment steps.
Coordinate background checks references screenings physicals credentials and other position-specific pre-employment requirements.
Track open positions and recruitment activity and provide accurate status information to the Human Resources Manager and hiring managers.
Onboarding and Employee Changes
Coordinate new-hire paperwork orientation scheduling HRIS setup benefits information required acknowledgments and other onboarding activities.
Ensure required employment documents are complete accurate and filed appropriately.
Process approved employee changes including transfers promotions compensation changes status changes reporting changes and separations.
Communicate approved employee changes to Finance and other internal functions that require the information.
Maintain onboarding and employee-change checklists and follow through until required steps are complete.
Assist employees and supervisors with routine questions about onboarding employment records and HR processes.
Benefits Leave and Employee Support
Administer routine employee benefit enrollment changes qualifying events and termination of coverage in coordination with carriers and vendors.
Provide employees with accurate routine information about benefit enrollment plan resources and required forms without giving advice outside EOACs role.
Receive and process leave requests and maintain required leave documentation and tracking under the Human Resources Managers direction.
Coordinate routine workers compensation return-to-work unemployment and related HR documentation and escalate complex matters.
Maintain accurate benefit and leave records and communicate payroll-related changes to Finance.
Respond to routine employee questions promptly and identify matters requiring Human Resources Manager review.
Employee Records HRIS and Compliance
Maintain accurate and confidential personnel medical credential background training and related HR records.
Enter and update employee information in HRIS and other HR systems accurately and promptly.
Track expiring credentials required screenings acknowledgments training and other employment-related requirements assigned to HR.
Follow up with employees and supervisors regarding missing or expiring HR documentation.
Maintain required employment posters forms templates and routine compliance records.
Support audits monitoring reviews records requests and compliance activities by organizing and retrieving assigned HR documentation.
Identify records compliance or data inconsistencies and bring them to the Human Resources Manager for resolution.
Performance Management and Employee Relations Support
Coordinate the administrative workflow for performance evaluations introductory-period reviews performance plans and other established performance processes.
Track due dates distribute approved forms or reminders receive completed documentation and maintain records.
Receive routine employee questions or concerns and provide information within established policy and authority.
Recognize when an employee concern involves potential misconduct discrimination harassment retaliation safety legal risk or significant workplace conflict and promptly elevate it to the Human Resources Manager.
Support employee-relations reviews and investigations through scheduling document collection records organization note preparation and other assigned follow-through.
Do not independently conduct significant investigations determine disciplinary action or provide final interpretations of complex policy matters unless specifically delegated.
Training Recognition and Employee Experience
Coordinate logistics registration records reminders and materials for required training supervisory training onboarding and other HR learning activities.
Maintain employee training records and the HR training calendar.
Support employee recognition survey engagement and workplace-improvement activities.
Assist with collecting employee feedback and organizing information for analysis by the Human Resources Manager.
Help employees locate HR resources and understand routine processes policies forms and contacts.
Separation and Offboarding
Coordinate approved employee separations including notices system changes benefit actions records property-return coordination and required internal communication.
Prepare separation documentation and ensure records are complete and filed appropriately.
Coordinate exit surveys or interviews as assigned and route significant information to the Human Resources Manager.
Communicate approved separation information to Finance and other internal functions that require it.
Ensure offboarding steps are completed and unresolved items are followed through.
HR Operations and Department Support
Maintain current HR forms templates checklists standard communications and administrative workflows.
Prepare accurate personnel and benefit information for Finance payroll processing and assist with resolving routine discrepancies.
Support benefits renewals vendor coordination compensation data collection and other HR projects through research records and follow-through.
Track assigned HR deadlines recurring requirements and open items and ensure they are completed or escalated.
Identify routine workflow improvements that reduce duplication errors or delays and recommend them to the Human Resources Manager.
Provide reliable support for special HR projects and organizational initiatives as assigned.
Key Results and Accountability
Effective performance should result in:
Recruitment processes that move efficiently and keep applicants and hiring managers informed.
New employees who begin work with required documentation HR setup and onboarding steps complete.
Accurate HRIS and personnel records.
Required credentials checks training and employment documentation tracked and followed through.
Benefit and leave transactions processed accurately and employees receiving timely routine assistance.
Approved personnel changes communicated accurately and promptly to Finance.
Performance-management administrative processes completed on schedule.
Routine employee questions answered professionally and significant concerns escalated appropriately.
Employee separations completed accurately and consistently.
Fewer missed deadlines incomplete files avoidable errors and unresolved follow-up items.
Reliable day-to-day HR support that allows the Human Resources Manager to focus on supervision employee relations investigations process improvement and higher-level HR work.
Core Competencies
Generalist HR Knowledge: Applies working knowledge across recruitment onboarding benefits leave records performance processes compliance and separations.
Organization and Follow-Through: Tracks multiple deadlines and transactions to completion and recognizes when something remains unresolved.
Employee Service: Provides responsive respectful assistance while maintaining appropriate HR boundaries.
Confidentiality and Judgment: Protects sensitive information recognizes significant concerns and escalates appropriately.
Accuracy and Compliance: Maintains reliable records and applies established requirements consistently.
Communication and Collaboration: Communicates clearly with applicants employees supervisors Finance vendors and HR leadership.
Systems and Data: Uses HRIS recruiting systems spreadsheets electronic records and other tools accurately and efficiently.
Knowledge and Skills
Working knowledge of common employment practices confidentiality requirements employee records and HR administration.
Strong organization follow-through written communication interpersonal and customer-service skills.
Ability to independently manage routine HR work while recognizing when an issue requires escalation.
Proficiency with Microsoft Office HR information systems electronic records and data entry.
Ability to handle sensitive and confidential information with discretion.
Qualifications
Bachelors degree in Human Resources Business Administration Public Administration Organizational Leadership or a related field or an equivalent combination of education and relevant HR experience.
Broad human resources experience or demonstrated experience across multiple HR functions.
Ability to travel between EOAC locations and throughout the agencys service area as needed.
Must successfully complete EOACs required background and pre-employment requirements.
Preferred Qualifications
Prior experience as an HR Generalist or in a broad HR role.
Experience in a nonprofit Head Start early childhood human services government-funded or similarly regulated organization.
Experience supporting a multi-site workforce.
Professional HR certification or active progress toward certification.
Physical Demands and Work Environment
Ability to sit and work at a computer for extended periods of time.
Ability to frequently use a keyboard telephone and other office equipment.
Ability to stand walk bend reach and move throughout the office and program locations as needed.
Ability to occasionally lift carry and move office materials files supplies or equipment weighing up to 20 pounds.
Ability to travel between EOAC locations community events partner meetings and other locations as required.
Other Duties
This job description is not intended to list every duty responsibility or qualification associated with the position. The Human Resources Generalist may be assigned additional duties by the Human Resources Manager or program leadership as needed to support EOACs operations and EOACs mission.
Compensation: $45000.00 - $55000.00 per year
Economic Opportunities Advancement Corporation provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race color religion age sex national origin disability status genetics protected veteran status sexual orientation gender identity or expression or any other characteristic protected by federal state or local laws.
This policy applies to all terms and conditions of employment including recruiting hiring placement promotion termination layoff recall transfer leaves of absence compensation and training.
At Economic Opportunities Advancement Corporation we are committed to fostering a workplace that values individual talent professional excellence and opportunity for all. We recognize that a variety of skills and experiences contribute to success in this role. If you believe your abilities align with the responsibilities of this position and our mission we encourage you to apply. We are dedicated to investing in the growth of our employees and welcome applicants who are eager to contribute to our work serving the community.
I hereby affirm that all information provided in this application is true and accurate to the best of my knowledge and understand that any deliberate falsification misrepresentations or omissions of fact may be grounds for rejection of my application or dismissal from subsequent employment.
I authorize the references listed on the previous page to give you any and all information concerning my previous employment and any pertinent information they may have personal or otherwise and release all such parties from liability for any damage that may result from furnishing same to you.
I understand as part of the hiring process EOAC may obtain criminal history record information on individuals it intends to employ as required by applicable federal state and local laws. This includes compliance with the Fair Credit Reporting Act (FCRA) (15 U.S.C. 1681 et seq.) and Texas Labor Code Chapter 411 (governing access to criminal history records from the Texas Department of Public Safety). By applying for this position I consent to a background check which may include criminal history information as part of the employment process. EOAC does not discriminate against applicants based on criminal history unless such information is directly related to the job as permitted by law.
For 60 years the Economic Opportunities Advancement Corporation EOAC has served children families and community members across the Heart of Texas.
EOAC moves families forward by connecting them to opportunities that build lasting stability. Through early learning energy assistance weatherization workforce development emergency assistance and family support services EOAC helps families address immediate needs while taking meaningful steps toward a stronger future.
Our work is rooted in one clear vision: Every family thriving.
As a Community Action Agency EOAC works alongside families partners funders schools employers and community leaders to strengthen stability expand opportunity and support lasting progress across the Heart of Texas.
Moving Families Forward.
