HR Generalist

Join the Stouffer Legal team as our HR Generalist! You would be an HR department of one, and would lead our HR and talent management functions for our company. In this position, you will focus primarily on HR administration, recruiting, and employee relations. You do not need to be our compliance expert as we work with a third-party company to keep us up to date on compliance requirements and to assist with non-ordinary employee situations. You will also take the lead on preparing for, and processing, our semi-monthly payroll in QuickBooks.

Our ideal candidate is very organized and detail-oriented, and loves working with people. You promote our company culture, and create an environment of psychological safety, developing trust and rapport with our team while holding them accountable to reach their potential. You are able to discern when an employee situation needs additional guidance, reaching out to our third-party advisors when needed.

Our company currently has 50 employees with plans to grow to 120 by the end of 2025. We currently have two Maryland locations (Towson and Annapolis) with plans to expand to additional locations both in Maryland and outside of Maryland. Stouffer Legal has a culture of growth and innovation, and structures their operations to avoid burnout. For example, the company closes operations one weekday per month for a company-wide team training and/or team building activity, such as scavenger hunts, field day, Topgolf, etc. to encourage strong relationships and trust between team members.

This job is located in person in Towson, Maryland. The hours are 8:00am to 5:30pm Monday through Friday and the job is approximately 45 hours per week.

The pay range for the position is $80,000 to $100,000 per year based on experience.

Core Functions

• HR Administration (40%)
• Recruiting (25%)
• Employee Relations (15%)
• Benefits Administration (10%)
• Payroll Administration (5%)
• Compliance (5%)

Projects within the first 12 months

• Review current job schedules, performance expectations, and training resources to ensure alignment in hiring and performance management
• Create an onboarding process for new hires
• Creation of quarterly employee engagement surveys (eNPS)
• Review and update company handbook and policies
• Create, analyze, and interpret HR metrics/reports to guide decision making
• Create an employee recognition program
• Create a structured hiring process
• Complete an I-9 internal audit
• Assistance with compliance-related matters stemming from reaching 50 employees for 20+ workweeks
• Implementation of new HRIS system
• Transition to a new benefits administrator

Job Responsibilities and Expectations

• HR Administration
  • Maintain employee records, process time off and leave requests, process unemployment and workers compensation claims
  • Oversee ADA Accommodations
  • Collect data and complete mandatory reporting such as EEO, OSHA, etc.
  • Maintain company handbook and policies, mandatory posting requirements, etc.
  • Compile, analyze, and interpret HR metrics/reports to guide decision making
  • Assist in the development and implementation of employee engagement initiatives, including employee surveys
• Recruiting
  • Post jobs online using ZipRecruiter, Indeed, and our ATS
  • Review applicants for open positions and complete phone screening
  • Liaise with hiring managers to facilitate interviews with job applicants
  • Participate in interviews as needed, including providing feedback to hiring manager
• Employee Relations
  • Respond to HR-related employee questions and requests
  • Attend teambuilding committee and company training committee meetings
  • Communicate and implement company policies and procedures
  • Onboard new hires, assisting with benefits enrollment, setting up their desk in conjunction with IT, and giving welcome orientations
  • Complete exit interviews with employees and review exit surveys to compile data for the leadership team
  • Administer and process terminations with managers
  • Liaise with management to support employee relations matters, including conflict resolution and corrective actions
  • Collaborate with managers to develop and implement performance management strategies
  • Assist managers with employee annual compensation increases
  • Lead diversity, equity and inclusion (DEI) iniatives
  • In conjunction with senior leadership, investigate and resolve confidential or sensitive administrative problems and complaints; advise supervisors accordingly
• Benefits Administration
  • Answer questions from employees regarding their benefits, or provide direction where they can receive assistance
  • Take the lead on the company's annual open enrollment
  • Complete monthly benefits reconciliation
• Compliance
  • File and audit employee I-9s
  • Assist company with compliance with federal and state laws including FMLA, FLSA, etc. by partnering with third-party advisors
• Payroll Administration
  • Process payroll on a semi-monthly basis
  • Maintain payroll reports and records
  • Process retirement contributions

Benefits:

• Eligible for benefits upon start date
• Health Insurance (CareFirst) with 50% company contribution
• Dental and Vision Insurance offered
• Short-term and Long-term Disability Insurance 100% paid by company
• Basic Group-Term Life Insurance 100% paid by company
• 401k Contribution with 4% match, no vesting period
• Pay day twice a month on the 7th and 21st
• Direct Deposit Available
• Paid-time off starts at 15 days per year and increases with tenure
• 3 weeks paid parental leave
• 7 paid holidays
• Employee discount
• Paid training

What you can expect in the Hiring Process:

• Submit application
• Phone interview (10-15 minutes)
• Virtual (Microsoft Teams) interview (30 minutes)
• Complete candidate assessments (emailed to you)
• In-person interview and meet the team (1.5 hours)
• Job offer and completion of pre-employment reference checks, etc.
• You're hired!