HR Generalist

Human Resources Generalist

Job Information

Title:   Human Resources Generalist           

Job Code:          004064

Effective Date:             12/23/2025 12:00 AM             

Job Function:  HR

Job Family:       HR

Sub-Function:               Generalist

Mission Statement

As Luminis Health, our mission is to enhance the health of the people and communities we serve.

We accomplish this through:

·       Respect

·       Inclusion

·       Service.

·       Excellence.

Position Summary

The Human Resources Generalist provides essential Human Resources program and operations support, including tactical support for Human Resources Business Partners and Employee Relations. responsible for the comprehensive management administration of leave of absence programs, ensuring strict compliance with federal, state, and local laws, including but not limited to the Family and Medical Leave Act (FMLA), Pregnant Workers Fairness Act (PWFA), Americans with Disabilities Act (ADA), and workers’ compensation (WC). Serve as a key operational and compliance resource, this role ensures regulatory adherence, streamlines Human Resources processes, and delivers actionable insights to support the People Strategy team and drive overall Human Resources effectiveness.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Minimum Education

·       Bachelor’s degree in Business, Human Resources or related fields. Relevant work experience may substitute for the educational requirement.

Minimum Work Experience

·       At least 2+ years experience in HR operations, HR administration, or similar roles

·       Prior experience managing administering leave programs, with working knowledge of best practices in leave management.

Required Certifications

·       Certification or specialized training in leave administration preferred

·       SHRM preferred

Required Skills/Knowledge

·       Attention to detail and accuracy.

·       Ability to manage multiple priorities and deadlines.

·       Strong interpersonal skills and ability to work with diverse stakeholders.

·       Expertise in FMLA, ADA, PWFA, WC and state/local leave laws, particularly in Maryland.

·       Discretion and confidentiality in handling sensitive employee information. Confidentiality & Ethics

Functional Accountabilities

Programs & Operations Support

• Support ER/BPs with tactical HR tasks such as termination, backfills, and employee inquiries.
• Assist in handling spot award processing, performance documentation, and other HR programs.
• Support job description updates, job code audits, and position management activities.
• Support Employee Relations and Business Partners with tactical HR activities in collaboration with internal Centers of Excellence, including Job description updates, Spot award processing, Termination support, Job classification practice audits etc.
• Implement and track internal HR programs and initiatives.
• Schedule and coordinate HR-related activities, meetings, and training sessions.
• Assist in internal audits and ensure accurate HR documentation
• Liaise between ER/BPs, COEs, and employees to facilitate HR processes.
• Provide timely support and updates to HR leadership on ongoing programs and tasks.

Leave Administration: FMLA (Family and Medical Leave Act) Administration & ADA/ADAAA Accommodation

• Manage the entire leave process from initial request through return-to-work coordination. Ensure accurate and timely documentation, eligibility determination, approval or denial decisions, tracking, and timecard completion.
• Clearly communicate leave policies and procedures to employees, providing guidance on requirements and limitations as requested. Advocate for employee transitional duty placements and reasonable accommodations under ADA.
• Clearly communicate leave policies and procedures to leaders, providing guidance on departmental challenges to minimize staffing impact. Collaborate with leaders to identify transitional duty placements for employees.
• Maintain secure and confidential records, ensuring compliance with legal and organizational requirements.

·        Collaborate with HRIS and Payroll to ensure seamless processing of leave transactions, accurate payroll reporting, leave tracking, and timely notifications for recertifications and expirations.

• Facilitate smooth leave transitions for employees and keep HRBP, Employee Relations Specialist and leaders informed of leave status, restrictions, and policy updates.
• Provide guidance on intermittent and reduced-schedule leave, ADA accommodations, transitional duty, medical evaluations, and employee-manager interactions.
• Analyze leave data, generate reports, and track trends to support data-driven decision-making and policy improvements. Utilize data and current leave regulations and laws to recommend process improvements. Provide high level data analysis to leadership as requested.
• Review, process, and track FMLA requests.
• Ensure eligibility, determination and timely communication of rights and responsibilities.
• Maintain accurate documentation and protect confidential medical information.

• Serve as the primary contact for workplace accommodation requests.
• Initiate and facilitate the interactive process with employees and managers.
• Track accommodation cases, restrictions, approvals, and follow-up reviews.
• Partner with HR, legal, and management on complex accommodation situations.
• Respond to escalated inquiries and resolve leave-related issues.

Unemployment Claim

• Track and manage unemployment claims from initiation through resolution.
• Gather relevant documentation, employee records, and company policies for hearings.
• Act as the main point of contact between the company, the unemployment office, and legal counsel if applicable.
• Coordinate HR staff or managers who may need to participate in hearings.
• Ensure adherence to state and federal unemployment laws and regulations.
• Notify HRBP and Employee Relations Specialist and managers and employees of claim status and hearing outcomes.
• Maintain accurate records of claims, hearings, and decisions for reporting and audits.
• Track unemployment trends and provide metrics or insights to leadership to reduce claim risk.

Compliance & Reporting

• Maintain compliance with FMLA, ADA/ADAAA, state leave laws, and company policies.
• Prepare reports and metrics (leave usage, trends, audit findings).
• Support HR investigations related to attendance or leave misuse.
• Ensure compliance with federal, state, and local leave laws and ADA/ADAAA requirements.
• Maintain confidentiality of sensitive medical information.
• Prepare reports, metrics, and case summaries for HR leadership.
• Support audits and risk mitigation efforts by maintaining accurate, thorough case files.

• Coordinate policy review, approval, version control, and signoffs across relevant stakeholders.
• Ensure HR processes and programs comply with company policies and regulatory requirements.

  Audits

• Work with Human Resources Business Partners and Employee Relations & Compliance Specialist to correct discrepancies Review audit reports to include, Navex, timecards and attendance records for accuracy and compliance etc.
• Identify patterns of absenteeism, missed punches, or policy violations.
• Prepare audit reports and recommend corrective actions.
• Complete periodic audits of time and attendance records to ensure accuracy and policy compliance.
• Identify discrepancies, missed punches, and attendance trends that need further review.
• Work with Human Resources Business Partners and Employee Relations & Compliance Specialist to resolve corrections and maintain proper documentation