Roman Home ServicesHR GeneralistWest Allis, WI$55K/year to $75K/year

Position Summary

The HR Generalist supports the daily human resources needs of Roman Home Services and serves as an accessible, trusted resource for employees and leaders. Reporting to the HR Manager, this role is responsible for recruiting, orientation and onboarding, employee relations support, benefits administration, policy management, HR systems, employee records, engagement events, and related compliance activities.

This is a highly visible, hands-on role in a fast-paced home-services environment supporting field technicians, customer service and dispatch employees, sales professionals, managers, and office staff. The successful candidate will balance employee service with strong follow-through, accurate administration, sound judgment, and consistent application of company practices.

Essential Duties and Responsibilities

Recruiting and Hiring

• Manage full-cycle recruiting for assigned field and office positions, including intake meetings, job postings, sourcing, applicant review, phone screens, interview coordination, candidate communication, reference checks, and offer preparation.
• Maintain accurate applicant records and move candidates through the applicant tracking system (ATS) in a timely and consistent manner.
• Partner with hiring managers to clarify staffing needs, strengthen selection decisions, and maintain an organized and responsive candidate experience.
• Coordinate pre-employment requirements, including background checks, drug screens, motor vehicle record checks, and other job-related requirements.
• Track recruiting activity and report useful measures such as open positions, applicant flow, time to fill, source effectiveness, offers, and new-hire retention.

Orientation and Onboarding

• Coordinate the new-hire process from accepted offer through the employee’s introductory period, ensuring paperwork, system access, required notices, equipment, uniforms or branded gear, schedules, and first-day details are prepared.
• Conduct or coordinate new-hire orientation, including company information, policies, benefits, timekeeping, safety expectations, and employee resources.
• Complete and maintain Form I-9 and other required employment documentation; monitor onboarding completion and promptly resolve missing items.
• Partner with managers to establish consistent role-specific onboarding and training plans and conduct scheduled new-hire check-ins.

Employee Relations and Manager Support

• Serve as a first point of contact for routine employee questions and concerns, escalating significant or sensitive matters to the HR Manager.
• Support the HR Manager with employee relations reviews and workplace investigations by gathering facts, organizing documentation, and assisting with follow-up actions.
• Guide managers on routine attendance, performance, conduct, coaching, and corrective-action matters to promote fair and consistent practices.
• Prepare and maintain accurate documentation related to employee conversations, performance actions, status changes, and separations.
• Identify workplace trends and recommend practical steps that improve communication, accountability, engagement, and retention.

Benefits and Leave Administration

• Administer day-to-day employee benefits activities, including new-hire enrollment, eligibility, employee education, qualifying life events, terminations, and coordination with carriers, brokers, and payroll.
• Respond to employee benefit questions, reconcile benefit information, and help resolve enrollment or coverage concerns.
• Support annual open enrollment, benefit communications, required notices, and employee meetings.
• Coordinate employee leave and accommodation administration with the HR Manager, including documentation, tracking, communication, and return-to-work follow-up.

HRIS, ATS, Records, and Reporting

• Maintain complete and accurate employee data in the human resources information system (HRIS), ATS, timekeeping, benefits, and related systems.
• Process employee changes, including hires, transfers, compensation changes, benefit changes, and separations, and communicate approved updates to payroll and appropriate business partners.
• Maintain electronic and paper personnel records in accordance with company retention practices and confidentiality requirements.
• Audit HR data and workflows for accuracy, follow up on incomplete transactions, and help improve system use, forms, templates, and automated processes.
• Prepare routine HR reports and dashboards related to staffing, turnover, attendance, benefits, onboarding, and other workforce measures.

Policies, Compliance, and HR Operations

• Maintain and update HR policies, procedures, job descriptions, forms, and employee communications under the direction of the HR Manager.
• Help ensure practices are applied consistently and comply with applicable federal, state, and local employment requirements.
• Support required postings, EEO documentation, I-9 practices, unemployment responses, employment verifications, workers’ compensation administration, and HR recordkeeping.
• Assist with performance review cycles, compensation and position changes, training coordination, and other HR programs.
• Protect confidential information and exercise discretion when handling employee, medical, compensation, and business records.

Employee Engagement and Events

• Plan and coordinate employee events, recognition activities, meetings, community initiatives, and other efforts that strengthen connection and culture.
• Manage event logistics, communications, RSVPs, vendors, supplies, budgets, and post-event follow-up.
• Support employee feedback and recognition programs and help communicate company updates across field and office teams.

Qualifications

• Bachelor’s degree in human resources, business administration, or a related field preferred; an equivalent combination of education and relevant experience will be considered.
• Three or more years of progressive human resources experience, preferably in a generalist role supporting both field and office employees.
• Demonstrated experience with full-cycle recruiting, onboarding, benefits administration, employee relations, policy application, and HR recordkeeping.
• Working knowledge of employment laws and sound HR practices; ability to recognize when a matter should be escalated.
• Experience using an HRIS and ATS; comfort learning and improving digital workflows and reporting.
• Strong written and verbal communication, organization, judgment, attention to detail, and follow-through.
• Ability to manage competing priorities in a service-driven environment while maintaining professionalism and confidentiality.
• Proficiency with Microsoft Outlook, Word, Excel, and Teams. SHRM-CP or PHR certification is a plus.

Core Competencies

• Approachable and service-minded
• Organized and accountable
• Sound judgment and discretion
• Clear communication
• Practical problem-solving
• Consistency and attention to detail
• Relationship building
• Comfort with change and a fast operating pace

Work Environment and Other Requirements

• Primarily works in an office environment with regular interaction with field employees and operational leaders.
• Must be able to work on-site and occasionally adjust working hours to support orientations, employee meetings, or company events.
• May periodically visit service, warehouse, or field locations and must follow applicable safety requirements.
• Must be able to perform the essential functions of the position with or without reasonable accommodation.

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.

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