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HR Generalist

Job Details

Level

Experienced

Job Location

26 Forest St Operations - Marlborough, MA

Remote Type

Hybrid

Position Type

Full Time

Salary Range

$69000.00 - $90000.00 Salary/year

Job Category

Human Resources

Description

Title: HR Generalist Salary Grade:

FLSA Status: Exempt Employment Status:Full Time

Department: Human Resources Location:Operations Center/Hybrid Eligible

Reports To: VP, Director of HR and L&D

Date Prepared: September 26, 2025 Human Resources Review: September 26, 2025

SUMMARY:

Reporting to the VP, Director of HR and L&D, the HR Generalist manages the day-to-day operations of the Human Resources Department that impact the full employee life cycle. Working with managers and employees serves as a trusted advisor by supporting and providing leadership and expertise in a variety of human resources functions including payroll and benefits administration, compliance, leave management, performance management, and talent acquisition. Serving as an employee champion, reviews existing departmental policies and programs for effectiveness and efficiencies, making recommendations and supporting the deployment of initiatives and programs that are equitable, inclusive and consistent with and supportive of the values, vision, and strategic business goals of the Bank to support a diverse workforce. Additionally, it is expected that this position will actively participate in initiatives that affect the department and bank, acting as a resource for all staff while embracing the established sales and service culture coaching employees to maximize their contribution to the bank’s goals.

+ After successful completion of training and proven abilities, this position is eligible for a hybrid work arrangement with an agreed upon number of days per-week/month on site.

ESSENTIAL DUTIES and RESPONSIBILITIES:

The requirements listed are representative of the knowledge, skill, and/or ability required.

In the performance of respective tasks and duties, the employee is expected to successfully perform quality work within deadlines with or without supervision, interact professionally with other employees, customers and suppliers; work effectively as a team contributor on all assignments and work independently while understanding the necessity for communicating and coordinating work efforts with other employees and organizations.

+ Work as a collaborative member of the HR team leading and managing the day-to-day operational activities of the Human Resources Department ensuring operational effectiveness and efficiency.

+ Manage and support the HR Team to maximize their talents identifying and driving process improvement efforts, leveraging systems and tools to automate and eliminate manual work where possible.

+ Serve as a trusted advisor to employees and managers acting as a neutral party, providing a balanced perspective for both.

+ Partnering with HR Management, assisting with and contributing towards the review, development, implementation, and updates of department policies, procedures, and Employee Handbook.

+ Provides backup to the Payroll Administrator in the preparation, processing, and reconciliation of the payroll function.

+ Act as administrator for the department’s HRIS system.

+ Lead the collection and reporting of department analytics to provide insight and using the data to understand how our processes and workflows are performing enabling us to think critically and assess how to deploy your resources so that we can focus on the areas that will lead to the greatest overall impact.

+ Ensure accurate and adequate response to unemployment claims, reference checks, and employment verifications.

+ Responsible for end-to-end employee life cycle, from hire to termination, working closely with HR Management, the Payroll Administrator, HR Coordinator and Learning & Development in these activities.

+ Administer employee separation process and documentation; conducts exit interviews and provide feedback to managers.

Benefits Administration

+ Maintain a full understanding of the menu of core and voluntary benefits to be able to manage, administer, explain, interpret, and answer complex questions regarding medical, dental, vision, wellness program, life and disability insurance coverage, 401k, COBRA, health savings program, workers' compensation, ADA, PFML and/or FMLA to employees.

+ Lead open enrollment planning and process, including renewals planning, vendor management, employee communications, benefits audits, and wellness events.

+ Responsible for accurate communication of benefits data to vendors (file feeds).

+ Oversee the monthly billing process and confirm timely and accurate payments.

+ Support the development and ongoing analysis of the benefits and the budget.

+ Maintain knowledge of all applicable state statutory disability and paid leave laws and ensure company leave policies are in compliance with state laws and regulations.

+ Work with the Payroll Administrator and third-party administrators to manage and administer COBRA, STD, LTD, PFML, FMLA and other leaves.

+ Support and help drive the wellness program.

+ Responsible for the timely filing of all compliance and government reporting (i.e., ACA, COBRA notices, Summary Annual Report distribution, 5500s, PCORI fees, discrimination testing, etc.)

+ As Benefits Administrator -

+ Ensures all benefit plans are in accordance with plan guidelines and legal requirements within the HRIS system. Including but not limited to, medical, dental, vision, PFML, UI, etc...

+ Ensures required documents are completed properly, payroll deductions are accurate, employees are enrolled and terminated from plan(s) on a timely basis.

+ Manages monthly ACA reporting reconciling any discrepancies.

+ Working with the TPA administer and track unemployment claims.

Recruitment and On-boarding

+ Responsible for the coordination of the complete recruitment cycle for all open positions

+ Partners with HR Management to understand and execute the organization’s human resource and talent strategy and provides input as it relates to current and future talent needs, recruiting, retention, and succession planning that support the vision, culture, and business needs of the organization to maintain competitive advantages.

+ Responsible for the development, implementation, and facilitation of recruitment strategies that aim to attract and retain top talent and manage the bank’s candidate pool to meet the needs of the organization’s talent strategies and to ensure that positions are filled in an efficient manner with the strongest talent available, through a variety of resources including, social media, Glassdoor, internship programs; attending career fairs and networking events to develop relationships with centers of influence to support recruiting and diversity initiatives and candidate flow; develops applicant database for future hires.

+ Leverage data and predictive people analytics to monitor all aspects of the process to answer questions and drive insight that supports the business, taking necessary steps, where indicated for improvement. Such as, hiring manager, candidate and employee experience and turnover, to proactively identify issues within the business and develop plans to address and minimize controllable turnover.

+ Provides leadership working with individual managers to gain a thorough understanding of the business need and job duties required for specified positions.

+ Working with department managers to understand needs, requirements, and expectations of a job, assist with creating and maintaining job descriptions ensuring they are up to date and compliant with all local, state, and federal regulations and assigned appropriate compensation levels and ranges.

+ Manage and facilitate the coordination of onboarding of new hires that includes partnership with business leaders to provide effective and appropriate training and integration to the MSB culture throughout the first year including the facilitation and tracking of the 30, 60, 90-day check-in process.

+ Stays current on trends in compensation and benefits; working with HR Management, researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.

Coaching/Employee Relations:

+ Inspire, coach, and influence

+ Advise, counsel, and provide feedback to managers and employees on various employee relations issues, to maintain a positive employer-employee relationship and promote a high level of employee morale and motivation in situations such as disciplinary meetings, terminations, complaint investigations, resolving employee conflicts, and advising appropriate action to management.

+ Provide coaching to managers on HR issues. Leveraging processes and tools for managers that increase their effectiveness as leaders including performance management, career development, performance improvement, coaching and feedback, setting expectations, teambuilding, etc.

+ Partners with Learning and Development team to create and promote programs and initiatives that provide internal development opportunities for employees aimed at supporting management, soft skills, performance management, coaching conversations and company policy and procedure.

Compliance/Law

+ Keep abreast of regulatory changes, trends, best practices, and new technologies in human resources, talent management, and employment law and recommend improvements or changes as needed for compliance and/or for department efficiency.

+ Monitors and ensures departmental compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA/ADAAA), the Family and Medical Leave Act (FMLA), Mass Paid Family Medical Leave (PFML), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), etc., maintaining minimal company exposure to lawsuits.

+ Reviews policies and practices to maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices, advising/making recommendations to management on needed actions and creating structure and policy and policy changes to stay in alignment.

+ Point person to assist internal, external, and regulatory auditors with the collection of requested materials as assigned with their respective engagements.

+ Oversite of the vendor management process.

+ Maintains and manages the preparation of accurate and timely submission of information requested or required for compliance and governmental reporting for Affirmative Action, EEO and Vets reporting.

+ In the performance of respective tasks and duties, the employee is expected to maintain knowledge of and ensure compliance with Bank Secrecy Act regulations and adheres to compliance procedures and internal/operational risk controls in accordance with any and all applicable regulatory standards, requirements and policies as well as attending all required training sessions and completing all required on-line training courses.

Organization Development

+ Assists with the carrying out of a Bank wide process for organizational development that addresses issues such as succession planning, workforce development, key employee retention, organization design, and change management to support the full employee life cycle.

+ Partner in the oversight and administration of the Checkpoint process/performance appraisal system.

+ Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, satisfaction surveys, employee focus groups, and one-on-one meetings.

+ Acts as a monitor of the organization's culture so that it supports the attainment of the company's values and promotes employee engagement/satisfaction.

+ Develop an understanding of individual business unit's operations, goals, and financial position.

+ Keeps HR Management informed of significant problems that jeopardize the achievement of company goals.

+ Be part of and actively participate in Bank wide committees such as Culture Connection, Wellness and the Rising Star Mentorship Program that support a fun and collaborative culture.

General

+ Promotes and enhances the corporate culture and fosters the development and implementation of organizational vision, policies, and guidelines.

+ Inform, educate, and influence staff to support corporate goals and objectives while demonstrating poise and diplomacy. Be a champion of Main Street Bank culture and the moral of the bank.

+ Provides training and guidance to others in the department on new and existing processes.

+ Participate in the development and implementation of Bank policies and procedures as well as establishing new approaches to affect continual improvement in the efficiencies of the department and the delivery of service to staff.

+ Monitor departmental procedures, suggesting necessary changes to increase productivity and improve efficiencies – Communicating these changes to appropriate staff.

+ Participate in developing department goals and objectives.

+ Ensure timely reconciliation of assigned GL’s.

+ Ensure Vendor Management files are maintained according to the established cadence.

+ Effectively use tools and systems to be able to self-manage, organize, and complete work independently, proactively recognizing potential obstacles resolving them before they become an issue, managing to deadlines, creating action plans when not on track, enabling job functions to happen with minimal oversite and meeting conditions of satisfaction.

+ Use discretion in dealing with large amounts of sensitive, confidential information, while adhering to all Bank policies and procedures .

+ Regular and consistent attendance is required to ensure the high standard of customer service.

+ Other duties as assigned, performing similar or related work as directed, required, or as situation dictates.

LEVEL OF RESPONSIBILITY:

+ Work is non-routine and relies on prior directly related experience, specific bank policies, and programs.

+ Work is completed with minimal supervision and works independently along all staff levels and with complex and proprietary information

+ Is relied upon and influences as a subject matter expert within the organization.

+ Participates in executing the department's goal to meet the bank's overall strategic plan and create a competitive position within the financial services industry.

SKILLS REQUIRED:

+ Bachelor’s degree in HR, business, or a related field with 3-5yers in a human resources roleorprogressive professional experience as a human resources generalist, People Partner, HR Manager, or similar role capacity that has included payroll processing, benefits administration, and/or talent acquisition.

+ Certification in Human Resources Management.

+ Payroll and/or HRIS experience required, Paycom experience a plus.

+ Strong values with a clear inner core of purpose-driven leadership.

+ Experience in full cycle recruiting and utilizing social media tools for recruitment.

+ Experience implementing and administering a 401k.

+ Solid knowledge of functional HR practices and related disciplines with current k nowledge of all pertinent federal and state regulations governing employment, including (wage and hour, ERISA, COBRA, FMLA, PFML, ADA, Section 125, Workers Compensation, EEO, ACA).,

+ Knowledge in employment law, and employee relations.

+ Understanding of payroll tax laws & regulations including income, unemployment, and social security.

+ Intermediate to advanced level of proficiency in Microsoft 365 Suite products including, but not limited to Excel, Word, Outlook, Power Point, Teams, and Sharepoint.

+ Active affiliation with Human Resources networks and organizations and ongoing community involvement preferred.

+ Solid understanding and application of administration activities with an understanding of office procedures and ability to operate standard office equipment.

+ Means and mode to travel to any of Main Street Bank’s locations as needed on a regular basis.

COMPETENCIES:

+ Excellent communication skills and responsive approach to communication (written, verbal, in person, over the phone and video conference ) with internal and external stakeholders.

+ A natural leader with strong communication, relationship management, ethical standards, and cultural awareness, skilled at building effective connections to be seen as a trusted advisor and coach with teams and external partners while upholding core values and strategic goals.

+ Critical thinker who can digest complex problems, articulate risks and mitigating factors, navigate situations involving the need for trade-offs, and recommend solutions which meet the needs of all stakeholders.

+ Strong analytic skills with the ability to use data and metrics to recommend and drive decisions and measure the impact of initiatives.

+ Ability to excel in a fast-paced work environment by effectively prioritizing, managing, and tracking multiple competing tasks and responsibilities, while adapting priorities as necessary.

+ Ability to leverage a wide array of technological solutions to improve work processes solve problems and meet ever-changing business requirements.

LANGUAGE/COGNITIVE SKILLS:

Thework skills described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

The person in this position frequently communicates with all departments, potential employees and occasionally with customers, about banking products and services, and therefore must be able to exchange accurate information in these cases. They will need to use judgment and discretion in decision making situations, interpret and follow all Bank policies and procedures, write/create reports and business correspondence, (Main Street Bank’s standard language is English). As well as the ability to:

Speak and effectively present/communicate information and respond to questions from customers, groups of managers, vendors, and other employees.

+ Define problems, collect data, establish facts, and draw valid conclusions.

+ Read, analyze, and interpret a variety of documents such as market research analysis, industry news and trends and Bank policies and procedures.

WORKING CONDITIONS AND PHYSICAL EFFORT:

The physical and work environment demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is required to:

Physical Demands/Efforts

+ Occasionally lift and/or move up to 25 pounds, (i.e., promotional items, displays, boxes of files)

+ Regularly required to remain in a stationary position, greater than 50%of the time

+ Occasionally required to stoop and bend.

Mental & Visual Demands

+ Consistently operate a computer for extended periods of time

+ Specific vision abilities may be required by this job include close vision, distance vision, peripheral vision, depth perception, and ability to adjust focus.

+ Regular use of office productivity machinery (i.e., a calculator, copy machine, fax machine, computer printer).

Work Environment and Hazards

+ Regularly move throughout the inside the Bank to access resources and individuals.

+ Regular local travel for bank purposes and/or on behalf of the bank (i.e., meetings, networking, training, job fairs, community/marketing events).

+ The employee must be able to work schedules that meet the needs of the bank, which may include early morning, evening and/or weekend hours.

+ It is a general office environment where the noise level is moderate.

AMERICANS WITH DISABILITIES ACT

Main Street Bank complies with all aspects of the Americans with Disabilities Act (ADA) and state disability laws. This means that we will not discriminate against qualified individuals with a disability in any phase of the employment relationship including application for employment, hiring, promotions and/or advancement opportunities, termination, compensation, training and any other conditions or privileges of employment.

Applicant Notice

The completion of this Application for Employment does not assure a position with Main Street Bank and any offer of employment is conditioned on the satisfactory completion of a background and credit review as determined by the sole discretion of Main Street Bank. Neither this Application for Employment nor any document constitutes a contract of employment for a specific term and that any employment relationship that may be established will be 'at-will' and if hired, may be terminated at any time, for any reason, by the applicant or Main Street Bank.

Massachusetts Law - It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Massachusetts General Laws c. 151B prohibits employers from (1) terminating or refusing to hire individuals on the basis of genetic information; (2) requesting genetic information concerning employees, applicants, or their family members; (3) attempting to induce individuals to undergo genetic tests or otherwise disclose genetic information; (4) using genetic information in any way that affects the terms and conditions of an individual’s employment; or (5) seeking, receiving or maintaining genetic information for any non-medical purpose.