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Human Resources · New Orleans, LA
HR Generalist jobs in New Orleans, LA
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.
317
Open roles today
$23–$48/hr
Typical pay range
$70k
Median, full-time
4
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01
Open hr generalist roles
12 shown of 317 · sorted by freshness
For immediate consideration, please connect with me on LinkedIn at and then email your resume, work authorization status, current location, availability, and compensation expectations directly to ****@*****.*** - make su…
$19.23 per hour
housing across the state. We are looking for a Human Resources Generalist for our Houma office. Help us help people who need people!... ...other materials. ~ Provide support to employees in various HR related topics. ~ A…
and grow with a company that truly cares about its people. Overview The Senior Human Resources Business Partner (HRBP) provides HR guidance and supports Commercial, Operations, and Administration functions within the bus…
The HR Generalist/ Recruiter will be required to be full-time onsite and will research job requirements and work closely with Management and HR Director to evaluate job positions. Responsible for talent acquisition and r…
to learn more about teaching and working at KIPP! Job Description At KIPP, our people are the heart of our work. The HR Generalist is KNOS's frontline people-operations lead for onboarding, offboarding, HRIS stewardship,…
Cint is the technology foundation for continuous research and measurement. With a global footprint and programmatic access to hundreds of millions of consumers across 130+ countries, Cint connects researchers, advertiser…
resources and talent pipeline development. Key Responsibilities Builds close working relationships with hiring authorities and HR teams across all facilities in order to understand short, medium and long term recruiting…
About the Opportunity Gotcha Covered HR Powered by Delta ("GCHR/DAS") is a locally owned Human Resources consulting firm serving a growing and diverse client base. Through the partnership of Delta Administrative Services…
gpac offers an excellent work-life balance in a fast-paced work environment. There is tremendous earning potential with no cap. As a part of our team, you will be surrounded by passionate teammates pushing each other to…
Gpac offers an excellent, remote work-life balance, in a fast-paced work environment. This is a position that allows you to help transform people's lives by placing them in their ideal positions with clients, while trans…
Join the NOLA team!
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What hr generalists earn in New Orleans
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $23–$29 | $47k–$61k |
| Mid level | $29–$38 | $61k–$80k |
| Senior | $36–$48 | $75k–$99k |
Adjusted for the New Orleans 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
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
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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
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HR Manager
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HR Business Partner
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