$150k - $305k
Resources Business Partner is a strategic, forward-thinking advisor to senior leaders across the Americas. This role is designed for an HR leader who thrives in transformational environments, brings a strong point of vie…
Human Resources · Austin, TX
HR Generalist jobs in Austin, TX
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.
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$25–$53/hr
Typical pay range
$79k
Median, full-time
11
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Open hr generalist roles
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on the topic of recruitment/talent.Ability to extract, analyze and act on data supporting talent acquisition strategies.Partner with HR in their specific region to meaningfully contribute to the entire employee lifecycle…
Ichor Systems has an immediate opportunity for a Manager of HR Analytics and Workforce Intelligence. The position could be located... ...experience. Experience across multi-functions within HR (e.g., HR Generalist, COE,…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
operating models, workforce intelligence, and change solutions to accelerate the workforce agenda in the age of AI.Role Overview:As an HR Reinvention Manager / Senior Manager, you will lead and shape how organizations ap…
We help P&C carriers reinvent Underwriting and Claims through process redesign, operating model transformation, data-driven decisioning, and AI-enabled ways of working. As a Transformation Consultant, you will be expecte…
DescriptionAbout HDRAt HDR, we believe design has the power to transform communities and improve lives. From architecture and engineering to environmental and water resources, our work shapes the spaces where people live…
$116.2k - $229.1k
Position Summary Our Deloitte Strategy & Transactions team helps guide clients through their most critical moments and transformational initiatives. We offer comprehensive end-to-end support and advisory services, coveri…
$117k - $175.4k
changing business needs within Workday.At Workday, we help the world’s largest organizations adapt to what’s next by bringing finance, HR, and planning into a single enterprise cloud. We work hard, and we’re serious abou…
DescriptionAt HDR, our employee-owners are fully engaged in creating a welcoming environment where each of us is valued and respected, a place where everyone is empowered to bring their authentic selves and novel ideas t…
positions within the Technology/TMS (Infrastructure, Cyber, PMO, Software & Data Engineering, AI) and G+A functions (Finance, Legal, HR, Sales, Workplace, etc.), ensuring a positive candidate experience.Partner with Glob…
$32 per hour
Are you a dynamic HR professional who thrives on creating memorable, seamless experiences for employees at every stage of their journey... ..., and engaging employee experience. If you are a versatile HR generalist who l…
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What hr generalists earn in Austin
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $25–$33 | $52k–$68k |
| Mid level | $33–$43 | $68k–$89k |
| Senior | $40–$53 | $84k–$110k |
Adjusted for the Austin market from national ranges.
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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
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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
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State the employee population you supported and whether you were the sole HR presence or part of a team.
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List the full spread of functions you touched, then flag the two or three you owned outright.
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Name your HRIS and payroll systems specifically, since generalist roles lean heavily on systems work.
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Quantify administrative outcomes, like onboarding cycles run, open enrollments completed, or audit findings closed.
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Include compliance specifics you have handled, such as I-9 audits, FMLA tracking, or handbook rewrites.
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Where this role goes
Typical progression
01
HR Coordinator
02
HR Generalist
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Senior HR Generalist
04
HR Manager
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HR Business Partner
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