$80k - $90k
Job Title: HR Generalist Job Location: Seattle-USA-98188 Work Location Type: On-Site Salary Range: $80,000.00 - 90,000.00 About us Since 1942, SkyChefs has taken culinary excellence to new heights. As a trusted partner 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.
2,476
Open roles today
$30–$63/hr
Typical pay range
$94k
Median, full-time
2
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01
Open hr generalist roles
7 shown of 2,476 · sorted by freshness
the labor market and recruitment to explore new approaches to attract the right talent. Collaborate with hiring managers and the HR team to understand the requirements of the positions and the attributes of the individua…
$80k - $90k
Job Description As the Human Resources Manager, you will provide HR generalist support for the Aramark Corporate functional staff / Centers of Excellence (COE). This position is also responsible for providing management…
solutions to the U.S government agencies and organizations, based out of Atlanta, GA. About the Position LIVE is seeking a dynamic HR Staffing Specialist to join our team in Washington, DC. These positions will support t…
$85k - $110k
Are you an HR professional who enjoys balancing strategic partnership with hands-on execution? This global law firm is seeking an HR Generalist to serve as a trusted HR strategist while supporting the full employee lifec…
$30 - $34 per hour
Job Title: Human Resources Generalist Industry: Trade Association / Thinktank Location (city, state): Washington, DC (Hybrid) Assignment... .... This role offers the opportunity to join a supportive HR team in a hybrid w…
HR Systems Administrator (ADP Specialist) - Part Time, Onsite in DC Location: Washington DC Bella Information Systems is seeking a highly capable HR Systems Administrator with deep expertise in ADP HR and payroll platfor…
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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.
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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.
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.
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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
03
Senior HR Generalist
04
HR Manager
05
HR Business Partner
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