As 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.

Below 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.

May be required to occasionally work irregular hours, nights, and weekends as required.

General Accountabilities:

HR Related Tasks (90%+):

• Recruitment and Staffing

  • Develop and implement effective recruiting and staffing strategies.

  • Conduct initial screenings and coordinate the hiring process.

  • Collaborate with hiring managers to identify staffing needs.

  • Manage the onboarding process for new employees.
    
    

• Employee Relations

  • Work with Leadership to help address employee relations issues and conduct investigations as needed.

  • Guide disciplinary actions and terminations.

  • Coordinate employee leave administration including FMLA, ADA accommodations, parental leave, medical leave, and applicable state leave programs with ADP EOR.

  • Serve as liaison between employees, managers, and ADP EOR throughout the leave process.
    
    

• Performance Management

  • Implement and manage performance appraisal processes.

  • Coach managers on performance conversations, documentation, employee relations, and best HR practices.

  • Develop and implement performance improvement plans.

• Training and Development

  • Support managers with soft skill training needs and coordinate training programs.

  • Facilitate employee development initiatives.

  • Create and maintain training records.
    
    

• Compensation and Benefits

  • Administer and explain employee benefits programs.

  • Assist in the development of compensation structures.

  • Conduct salary surveys and analyze compensation trends.

  • Form Management: Owning the end-to-end collection, verification, and processing of all employee 401(k) enrollment forms, loan requests, and contribution change forms.

  • Signature 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.

  • Payroll Setup: Manually updating and auditing employee benefit deductions directly within the payroll system to guarantee accurate cycle runs.

• Payroll Administration

  • Payroll 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.

  • Coordinate payroll inputs with ADP EOR, including bonuses, commissions, reimbursements, PTO adjustments, and compensation changes.

  • Audit payroll reports received from ADP EOR prior to processing.

  • Resolve payroll discrepancies with employees and ADP EOR.

  • Pre-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.
    
    

• Policy Development and Compliance

  • Develop, update, and communicate HR policies and procedures.

  • Ensure compliance with labor laws and regulations.

  • Conduct regular audits to ensure policy adherence.

• HRIS Management

  • Maintain and update employee records in the HRIS (Human Resources Information System).

  • Generate reports for management as needed.

  • Ensure data accuracy and confidentiality.

  • Updating the company intranet with regard to HR matters

• EOR Vendor Management

  • Serve as the administrator and point of contact for ADP EOR.

  • Coordinate onboarding, offboarding, employment changes, promotions, salary adjustments, and terminations through ADP EOR.

  • Ensure all required documentation is submitted accurately and on time.

  • Manage escalations and resolve employee issues with ADP EOR.

• Employee Engagement

  • Develop and implement employee engagement initiatives.

  • Conduct surveys and gather feedback to improve workplace satisfaction.

  • Organize events and activities to foster a positive work environment.

  • Capacity 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.

  • Non-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.

  • Pulse 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".

  • Develop and maintain HR dashboards including headcount, turnover, hiring metrics, time-to-fill, employee engagement, retention, compensation trends, and training completion.

• Workplace Safety

  • Collaborate with safety committees to ensure a safe work environment.

  • Conduct safety training and drills.

  • Investigate and report workplace accidents.
    
    

• Legal Compliance

  • Stay informed about changes in employment laws and regulations.

  • Advise management on the legal implications of HR decisions.

  • Manage employment compliance through ADP Employer of Record (EOR) across U.S. states and international jurisdictions via Globalization Partners (G-P.com) as applicable.

  • Coordinate with ADP and G-P EOR on employment law changes, statutory benefits, leave requirements, tax registrations, and local labor compliance.

  • Ensure employment practices remain compliant with applicable federal, state, and country-specific regulations.

• Records Management

  • Maintain accurate and up-to-date employee records.

  • Manage personnel files in compliance with legal requirements.

  • Maintain employment documentation including offer letters, employment agreements, policy acknowledgements, compensation changes, and performance records in coordination with ADP EOR.

  • Ensure proper document retention and disposal.

• Employee Communication

  • Facilitate effective communication between employees and management.

  • Disseminate relevant information through various channels.

  • Address employee inquiries and concerns.

In this role you will work on these skills:

• Collaborate with management.

• Strong interpersonal skills to allow for handling sensitive and confidential matters and strong written and verbal communication skills required.

• Adherence to strict confidentiality of all employee-related information and files.

• Ability to multitask, work in a fast-paced office, and manage multiple priorities and deadlines with accuracy.

From a tooling perspective, you should be able to:

• Be adept at the technology that applies to human resources data, talent acquisition, benefit enrollment, and payroll cycle.

• Continue to stay abreast of trends in technology related to HR

Additional Responsibilities:

• Complete quarterly rocks on time

• Facilitate, Coordinate, and Attend Key Lime or Usability events when asked

• Other tasks as assigned

Job Qualifications

• Minimum Education: Bachelor's Degree in Business, Human Resources, or related degree

• Minimum Experience: 5 Years in the HR field

• Preferred Experience: 5-7 Years, or equivalent combination of education and related experience

• Must have: 2+ using/administering ADP Workforce Now (Advanced user, not beginner)

• Human Resources certification (PHR or SPHR) is preferred.