Agency: Pipeline and Hazardous Materials Safety AdministrationDepartment: Department of TransportationSalary: Starting at $169,279 Per year (GS 15)Dates: Open 09/23/2026 to 10/02/2026Schedule: Full-time - Full TimeWork t…
Human Resources · Washington, DC
HR Generalist jobs in Washington, DC
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.
1,715
Open roles today
$30–$63/hr
Typical pay range
$94k
Median, full-time
5
Fresh in this list
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01
Open hr generalist roles
7 shown of 1,715 · sorted by freshness
$30 - $36 per hour
Robert Half is partnering with a growing company in the Inland Northwest to find an engaging and people-focused HR Generalist. This is a great opportunity for an HR professional who enjoys building strong relationships,…
Agency: Pretrial Services AgencyDepartment: Court Services and Offender Supervision Agency for DCSub agency: Office of Human Capital ManagementSalary: Starting at $102,415 Per year (GS 12-13)Dates: Open 09/21/2026 to 10/…
Agency: Bureau of Alcohol, Tobacco, Firearms and ExplosivesDepartment: Department of JusticeSub agency: Office of Human Resources and Professional Dev Classification, Performance Mgt & Policy DivisionSalary: Starting at…
$143.91k
Agency: Internal Revenue ServiceDepartment: Department of the TreasurySub agency: Chief Risk and Control Officer-Office of Continuity OperationsSalary: Starting at $143,913 Per year (GS 14)Dates: Open 09/23/2026 to 09/29…
$25 - $29 per hour
Job Title: HR Generalist (Contract) Industry: Nonprofit Location: Washington, DC (remote, with option to work onsite) Assignment Type: Contract, leave coverage through early February Pay: $25.00 - $29.00 / per hour Work…
$85k - $95k
Human Resources Generalist Salary Range $85-95k The Human Resources Generalist will report directly to the Vice President of Human Resources... ...skills. The Human Resources Generalist will work with the HR and Recruiti…
02
What hr generalists earn in Washington
Hourly first — that's how the offer arrives
| Experience | Hourly | Annual, full-time |
|---|---|---|
| Entry level | $30–$39 | $62k–$81k |
| Mid level | $39–$51 | $81k–$106k |
| Senior | $48–$63 | $100k–$131k |
Adjusted for the Washington market from national ranges.
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.
05
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.
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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
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