Human Resources Generalist na Stratus Team

Job Summary:  

The HR Generalist I is a professional-level practitioner who delivers day-to-day HR support across multiple disciplines (employee relations, benefits and leave administration, HR compliance, HRIS/data integrity, onboarding/offboarding, and performance process support). This role serves as a trusted first-line resource for employees and frontline managers, ensuring consistent application of HR policies and practices while escalating complex matters appropriately. The position partners closely with HR Operations, HRBPs, and COEs (e.g., Total Rewards, Talent Acquisition, L&D) to execute programs across Stratus Team’s multi-site, project-driven AEC environment. 

Primary Essential Functions:  

• Serve as the primary contact for routine HR inquiries; interpret and apply policies, escalating nuanced/complex ER or legal issues to senior HR or HRBP.
• Deliver a consistent, high-quality onboarding experience: lead new-hire orientation, ensure completion of I-9/E-Verify, initiate HRIS setup, benefits enrollment, and first-week check-ins.
• Administer benefits transactions (enrollments, life-event changes, terminations); triage benefits questions and coordinate with vendors/COEs for resolution.
• Coordinate and track leaves of absence (FMLA, ADA, parental, military, workers’ compensation): issue required notices, maintain documentation, and ensure accurate HRIS/payroll updates.
• Support employee relations by documenting concerns, facilitating early issue resolution, and preparing case summaries; maintain meticulous, confidential case files
• Guide managers through the performance cycle (goal setting, mid-year, year-end); ensure calibration timelines are met and documentation is complete and compliant.
• Maintain HRIS data integrity: process personnel actions, perform routine audits/reconciliations, and generate standard reports (headcount, turnover, demographics).
• Assist with compensation and job structure hygiene at the direction of the COE: gather market data inputs, validate job profiles, and support offer letter preparation.
• Partner with Talent Acquisition to coordinate interviews, background/drug screens, contingencies, and candidate experience touchpoints for assigned requisitions.
• Monitor compliance requirements (EEO, pay transparency postings where applicable, state notices, OSHA training rosters for HR-related items); prepare audit artifacts.
• Support culture, engagement, and recognition activities; help action simple pulse insights at the team/site level in partnership with HRBPs.
• Draft employee communications (policy reminders, calendar notices, enrollment instructions) and maintain templated resources in the HR knowledge base.
• Track and report key service metrics (ticket volumes, SLAs, onboarding completion, leave timelines) to drive process improvement.
• Contribute to M&A integration checklists (employee data loads, handbook acknowledgments, benefits transition logistics) under guidance from senior HR/COEs. 

Secondary Essential Functions:  

• Perform all other duties as assigned.
• Work collaboratively and effectively with clients and colleagues including cross-functional teams, peers, direct reports, and leadership, fostering a positive and inclusive work environment.
• Adapt to changing business needs and priorities, demonstrating flexibility in taking on new responsibilities and adjusting to evolving challenges. 

Competencies (Knowledge, Skills, Abilities):  

Knowledge 

• Working knowledge of employment law basics (FLSA, FMLA, ADA, Title VII, EEO) and state equivalents.
• HRIS concepts, data privacy, and audit practices.
• Benefits fundamentals (medical, dental, vision, 401(k), HSA/FSA, COBRA).
• Performance management and basic compensation principles.
• Documentation standards for employee relations and personnel files.

Skills 

• Clear verbal and written communication; audience-appropriate.
• Organization and prioritization across competing deadlines.
• Accuracy in data entry, reporting, and document control.
• Professional discretion and confidentiality.

• Service orientation with calm, solutions-focused follow-through.

Abilities 

• Interpret policy consistently and explain it simply.
• Build trust with employees and frontline supervisors.
• Identify risk and escalate at the right time with the right facts.
• Work effectively across HR Ops, HRBPs, and COEs in a matrix.
• Adapt quickly in a multi-site, project-driven environment.

Qualifications:  

Required 

• Bachelor’s degree in HR, Business, or related field (or equivalent experience).
• 3+ years of progressive HR experience covering at least two functional areas (e.g., benefits/leave, HRIS, onboarding, ER intake).
• Experience with an enterprise HRIS and MS/Google productivity tools.

Preferred 

• PHR or SHRM-CP (or within 12–18 months of eligibility).
• Prior experience in AEC/professional services or multi-state, multi-site employer.
• Exposure to M&A integrations and HR ticketing/workflow tools.

Physical Requirements:  

• Ability to remain seated for extended periods while working at a computer or attending meetings.
• Frequent use of standard office equipment, including computers, keyboards, telephones, and printers.
• Occasional light physical activity such as walking, standing, or carrying materials (up to 25 lbs.).
• Ability to communicate clearly and effectively in person, over the phone, and through written communication. 

Equal Opportunity Statement 

Stratus is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, pregnancy-related conditions, and lactation), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Stratus Team’s management Team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment. 

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