Human Resources Generalist

HHAeXchange is the leading technology platform for home and community-based care. Founded in 2008, HHAeXchange was born out of an idea to create a fully comprehensive end-to-end homecare solution to help people who are aging or have disabilities thrive in their homes and communities. Our employees are passionate about transforming the healthcare space by building the only homecare ecosystem that fully connects patients, personal care providers, managed care organizations, and states.  

The Human Resources Generalist is the onsite HR partner for the Customer Support organization, including Technical Customer Care, Integration Support, Revenue Cycle Support, and Workforce teams, supporting both exempt and non-exempt employees. While based in the Minnesota office, the role is part of the centralized People & Culture team and aligned to HR strategy, policies, and priorities.

This position builds trusted relationships with business leaders while maintaining neutrality and acting as a connector between local needs and HR goals. Operating with a high degree of autonomy, the Generalist plays a key role in delivering a consistent and equitable employee experience across supported sites. This role operates as a front-line ER execution partner, expected to move matters forward decisively under ambiguity while maintaining policy integrity and risk awareness.

This is a full-time, onsite role with occasional travel to Miami and other future office locations.

To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily with or without reasonable accommodation. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Essential Job Duties

Employee Relations & Compliance

• Serve as the primary intake owner for employee relations issues across supported in-office locations, ensuring timely acknowledgment, clarification of concerns, and clear next-step communication.
• Conduct employee relations investigations, document findings, and provide clear, defensible recommendations, escalating when appropriate while continuing to move work forward.
• Support and guide managers through progressive discipline and performance management, up to and including final warnings, ensuring policy-aligned execution without over-functioning on behalf of leaders.
• Make preliminary ER determinations under ambiguity, adjusting course as new information becomes available and recognizing that delay itself can introduce risk.
• Partner with Workforce Management and managers to identify and escalate time and attendance concerns, including trend analysis and enforcement guidance.
• Assist with Workers’ Compensation matters, including completing First Reports of Injury within required timelines and notifying appropriate stakeholders.
• Post and monitor immigration and compliance notices and proactively notify HR Operations when updates or corrections are required.
• Identify recurring employee relations trends and provide actionable insights and recommendations to the Senior HRBP.

Recruiting & Hiring Support

• Partner with Talent Acquisition to support high-volume hiring for exempt and non-exempt roles, with a focus on operational readiness and timely movement.
• Manage candidate movement within applicant tracking systems, including opening roles, updating statuses, and coordinating workflow with Talent Acquisition.
• Conduct initial phone screens for representative-level roles to assess baseline fit and hiring readiness.
• Maintain early-stage candidate communication and follow-up on internal referrals.
• Coordinate onsite interviews and contribute to a consistent, professional candidate experience.

Onboarding & Orientation

• Partner with HR, Enablement, and business leaders to support onboarding for Customer Support and other in-office teams.
• Coordinate with CIT and managers to ensure timely equipment delivery, system access, and workspace readiness.
• Provide in-person, first-day support and serve as an accessible resource for new hires.
• Serve as backup facilitator for new hire orientation as needed.
• Maintain onboarding documentation, manager-facing guidance, and FAQs to support consistent execution.

Reporting, Auditing & Operational Discipline

• Track and manage open employee relations matters, ensuring clear ownership, follow-through, and timely closure.
• Provide proactive status updates to HR leadership and partners without waiting for reminders or perfect resolution.
• Liaise with internal teams to obtain and organize HR reports, including headcount, onboarding progress, and ER activity.
• Conduct audits of employee data in HRIS and learning systems, escalating discrepancies and supporting resolution.
• Identify trends and operational gaps and deliver actionable insights to the Senior HRBP.

Employee Experience, Recognition & Belonging

• Support employee recognition efforts and partner with Customer Support leaders to reinforce meaningful recognition practices.
• Track employee milestones, including anniversaries and promotions, across supported locations.
• Serve as the onsite Belonging liaison for the Minnesota office by gathering feedback, supporting engagement initiatives, and facilitating team-building efforts.
• Assist with mentorship program coordination, including feedback collection and continuous improvement recommendations.
• Maintain up-to-date HR resources, FAQs, and tools that promote clarity for employees and managers.

Other Job Duties

• Other duties as assigned by supervisor or HHA exchange leader

Travel Requirements

• Travel 10-25%, including overnight travel

Required Education, Experience, Certifications and Skills

• 3+ years of progressive HR experience, ideally in a generalist or employee relations–heavy role.
• Demonstrated experience independently managing employee relations matters from intake to resolution, including investigations and real-time recommendations under ambiguity.
• Proven ability to operate with urgency, sound judgment, and emotional resilience in high-volume environments.
• Experience supporting hourly and exempt employee populations across multiple teams or locations.
• Strong understanding of ownership boundaries between HR Generalist, HR Operations, and business leaders.
• Hands-on experience with HRIS platforms, learning systems, and applicant tracking systems.
• Clear, confident communicator capable of setting direction with leaders and reinforcing policy without over-explaining.
• Highly organized with strong follow-through and the ability to manage multiple active matters simultaneously.
• HR certification (e.g., SHRM-CP, PHR) preferred but not required.
• Bachelor’s degree not required; relevant experience and demonstrated capability are prioritized.
 

Other Requirements

• Must work full-time onsite in the Minnesota office.
• Must be willing and able to travel to Miami and other future offices as needed.