Title: HR Generalist Job Category: Corporate Requisition Number: HRGEN001048 Job Type: Full-Time Jefferson City, MO, 65101, United States Description Role and Responsibilities Maintains the integrity and confidentiality…
Human Resources
HR Generalist jobs
HR generalists handle a bit of everything in human resources: onboarding, benefits questions, records, policy, and employee support. They are often the first stop for people questions at smaller companies.
48,640
Open roles today
$24–$50/hr
Typical pay range
$75k
Median, full-time
6
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01
What hr generalists earn in the US
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $24–$31 | $50k–$65k |
| Mid level | $31–$41 | $65k–$85k |
| Senior | $38–$50 | $80k–$105k |
National ranges. City pages adjust for the local market.
02
Open roles across the US
6 shown of 48,640 · sorted by freshness
We are looking for an HR Generalist to support a wide range of people operations activities for a Long-term Contract opportunity. This role blends day-to-day human resources coordination with recruiting, employee support…
Build the Future with Us — EquipmentShare is Hiring a HR GeneralistAt EquipmentShare, we’re not just filling a role — we’re assembling... ...-time support, and a team that truly cares.We’re hiring a HR Generalist at our…
administration, organizational development, training, AA/EEO, and special projects. Assist in the development and implementation of HR policies and procedures and their dissemination through employee handbooks, communica…
JOB DESCRIPTION- Handle routine HR inquiries, managing to completion- Conduct HR transactions including: orientation, leaves of absences, exit meetings, etc.- Process HRIS transactions, ensuring data integrity and qualit…
• Serve as the primary HR contact for employees and managers • Support non-exempt, direct labor recruiting, onboarding/offboarding,... ...practicesQualificationsRequired:• 5+ years progressive HR experience, including si…
03
What employers ask for
The skills these listings keep naming
Onboarding and offboardingBenefits administrationHRIS data managementEmployment law basicsEmployee relations supportRecruiting coordinationPolicy and handbook upkeepPayroll coordinationConfidentiality
04
Interview questions worth rehearsing
With the thing the interviewer is actually listening for
What parts of HR have you owned versus supported?
Be precise: owned onboarding and benefits enrollment, supported investigations and reviews, for example. Honest scoping builds trust and sets you up to grow.
How do you handle an employee who comes to you with a sensitive complaint?
Show that you listen without promising outcomes, explain the process, document carefully, and escalate appropriately while limiting who knows.
Walk me through how you run onboarding for a new hire.
Cover the full arc from offer acceptance to day thirty: paperwork and systems, first-day experience, and check-ins. Mention anything you improved.
How do you keep employee records accurate and compliant?
Mention HRIS hygiene habits, retention rules, separating medical files, and periodic audits of I-9s and required documentation.
Tell me about a time you had to interpret a policy for a gray-area situation.
Show judgment: you read the policy's intent, checked precedent for consistency, consulted your manager or counsel when needed, and documented the decision.
How do you handle open enrollment season?
Describe planning backward from deadlines, clear employee communication, coordinating with brokers, and cleaning up data so payroll deductions land correctly.
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Resume tips that move the needle
For hr generalists specifically — generic advice costs you here
01
State the employee population you supported and whether you were the sole HR presence or part of a team.
02
List the full spread of functions you touched, then flag the two or three you owned outright.
03
Name your HRIS and payroll systems specifically, since generalist roles lean heavily on systems work.
04
Quantify administrative outcomes, like onboarding cycles run, open enrollments completed, or audit findings closed.
05
Include compliance specifics you have handled, such as I-9 audits, FMLA tracking, or handbook rewrites.
06
Where this role goes
Typical progression
01
HR Coordinator
02
HR Generalist
03
Senior HR Generalist
04
HR Manager
05
HR Business Partner
08
HR Generalist jobs by city
RemoteNew York, NYSan Francisco, CASan Jose, CALos Angeles, CASan Diego, CASacramento, CAFresno, CASeattle, WAPortland, ORDenver, COSalt Lake City, UTLas Vegas, NVPhoenix, AZTucson, AZAlbuquerque, NMBoston, MAPhiladelphia, PAPittsburgh, PAWashington, DCBaltimore, MDRichmond, VAChicago, ILColumbus, OHCleveland, OHCincinnati, OHDetroit, MIIndianapolis, INMilwaukee, WIMinneapolis, MNKansas City, MOSt. Louis, MOOmaha, NEHouston, TXDallas, TXFort Worth, TXAustin, TXSan Antonio, TXOklahoma City, OKAtlanta, GAMiami, FLTampa, FLOrlando, FLJacksonville, FLCharlotte, NCRaleigh, NCNashville, TNMemphis, TNLouisville, KYNew Orleans, LA
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