HR Generalist

HR Generalist Patriot Growth Insurance Services | United States | Remote | Full-Time Why This Role Matters As an HR Generalist, you'll be the first point of contact for managers and employees across an assigned pair of regions. You'll provide clear guidance, resolve everyday HR concerns, and take ownership of questions from the initial conversation through resolution. Your support will help managers make informed decisions, handle difficult conversations, and build their own people-management skills. Reporting to regional HR leadership, you'll work alongside HR Operations, Talent Acquisition, and Total Rewards to support agencies across multiple states. You'll independently manage routine employee relations matters, coordinate employee transitions, maintain thorough documentation, and identify workforce patterns that need leadership attention. You'll also recognize when a matter requires specialist support and coordinate follow-through. How You'll Make an Impact

Serve as a dependable first contact for managers and employees on policies, pay, leave, benefits, processes, and everyday workplace questions. Provide clear answers promptly, communicating expected response times and maintaining ownership until questions are resolved. Manage routine performance and conduct concerns, including attendance issues, policy violations, employee-manager conflicts, corrective action, and separations. Gather facts, assess risk, and coach managers through difficult conversations and appropriate documentation. Evaluate whether documentation supports a proposed action and give managers direct, practical guidance when additional information or a different approach is needed. Help leaders understand the risks, implications, and precedent associated with employment decisions, clearly identifying concerns that require specialist review or a pause before proceeding. Coordinate pay changes, promotions, and position requests with Total Rewards and HR Operations, keeping managers informed through completion. Coordinate agency-level onboarding readiness, the first weeks of employment, transfers, role changes, and departures while partnering with HR Operations on required transactions. Maintain current performance records and accurate, timely documentation of corrective actions, relevant facts, and key dates. Recognize potential protected leave, accommodation, legal, or other high-risk concerns and promptly involve the appropriate specialist. Gather initial facts when needed and support handoffs to HR Operations, which leads formal investigations and high-risk employment matters. Partner with Talent Acquisition on recruiting needs and offer-related matters and with Total Rewards on compensation questions. Use HRIS data and reporting to identify turnover concentrations, recurring manager issues, struggling teams, and capability gaps. Bring workforce trends and recommendations to regional HR leadership before concerns escalate. Maintain visibility into open matters, communicate progress and barriers, and escalate with a recommended approach and an assessment of the risks. Coordinate primary and backup coverage so agencies know whom to contact and receive consistent support.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Who You Are

An approachable, credible HR partner who builds trust through clear guidance and dependable follow-through. A confident coach who helps managers handle difficult situations and develop stronger judgment. Comfortable working independently in a decentralized organization. Thoughtful when navigating ambiguity, weighing competing considerations, and making decisions within your responsibilities. Direct and constructive when explaining risk or challenging a proposed approach. Accountable for carrying matters through resolution, including work that requires coordination with other teams. Proactive in identifying patterns and bringing forward practical recommendations. Discreet and thorough when handling sensitive employee information and documentation.

What You Bring Day One:

5–7 years of HR experience, including direct support to managers and employees. Hands-on employee relations experience in a multi-state environment, including performance concerns, policy violations, conflicts, corrective action, and separations. Bachelor's degree or equivalent experience. A track record of coaching managers through difficult conversations and evaluating whether documentation supports proposed employment actions. Working knowledge of federal and state employment law, with the ability to recognize issues requiring specialist involvement. Ability to work independently without close supervision or a nearby office-based team. Comfort retrieving and interpreting HRIS data and reports and translating findings into clear observations and recommendations. Sound judgment when assessing employment risk, explaining implications, and identifying matters that require immediate escalation. Ability to navigate situations that are not fully addressed by policy, weigh alternatives, and recommend a practical course of action. Strong follow-through and the ability to coordinate across teams while maintaining ownership of the manager or employee experience.

Valuable Additions:

PHR or SHRM-CP certification. Experience in insurance brokerage, professional services, or another sales-driven business with multiple locations. Experience supporting acquisitions or consolidations.

Real Benefits for Real Life At Patriot, great benefits mean more than coverage; they mean being there through every stage of life: your health, your family, your financial future, or simply time to recharge. Whether you're working or not, life doesn't stop. Neither should your benefits. Highlights Include:

Multiple medical plan options, with preventive care covered at 100% Free virtual medical and mental healthcare for employees and their families, plus a dedicated healthcare concierge