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