HR Generalist

POSITION SUMMARY

The People Generalist & Field Experience role carries a true generalist portfolio — supporting employee lifecycle activities, HR compliance, workforce administration, and field-facing people programs across their assigned geography. The ideal candidate is a highly organized, people-first professional who understands the urgency and complexity of a field-based restoration workforce, can design and execute at the same time, and takes personal ownership of the new hire experience as a reflection of ATI’s culture and employer brand.

 

Reporting to the Senior Director, Human Resources, the People Generalist works in close partnership with a team, to support the operational core of ATI’s People Team field delivery model. The role focuses on a geographic area and, it is built with enterprise scalability in mind.

 

PRINCIPAL RESPONSIBILITIES

Job duties include, but are not limited to:

HR Generalist Support — Employee Lifecycle

• Provide generalist HR support across the full employee lifecycle for the assigned geography, partnering with Operations and Sales on matters that cross functional lines.
• Support HRIS data integrity for new hires in ADP — ensuring all employee records are complete, accurate, and properly configured during the life cycle for the employee.
• Assist with job change transactions, internal transfers, and position updates in ADP.
• Support the offboarding process for employees who separate, conducting or coordinating exit interviews and surfacing themes to HR leadership.
• Respond to general HR policy and program questions from employees and managers within the assigned geography, triaging and escalating complex matters to the Senior Director, HRBPs, as appropriate.
• Partner with Talent Acquisition on pre-boarding coordination, ensuring a seamless handoff from offer acceptance to Day 1 with no gaps in communication or preparation and ensuring onboarding is performed for all new employees.

Compliance, Documentation & HR Administration

• Ensure all onboarding documentation, I-9 records, and new hire paperwork are completed accurately, stored appropriately, and audit-ready in compliance with federal, state, and local requirements.
• Maintain compliance with state-specific onboarding and employment requirements across ATI’s multi-state footprint, with particular attention to employment law, E-Verify requirements, and applicable wage and hour regulations.
• Support new hire benefits enrollment, ensuring employees understand their options, deadlines, and coverage effective dates — and coordinating with the Total Rewards function on any enrollment issues or exceptions.
• Track and report on onboarding completion metrics, new hire survey results, 90-day retention rates, and program quality indicators on a regular cadence to the Senior Director, Human Resources.
• Maintain the onboarding program documentation library — ensuring all materials, guides, checklists, and training content are current, version-controlled, and accessible to the People Team.

Field Culture & Employee Engagement

• Serve as a visible, accessible, and trusted People Team presence in the assigned market — attending branch visits, field events, and operational touchpoints to build relationships with employees and leaders on the ground.
• Champion ATI’s culture, values, and “The Team That Cares” employer brand in every new hire interaction — ensuring the onboarding experience is a genuine expression of what it means to work at ATI, not a generic HR process.
• Support People Team culture and recognition initiatives as they relate to the new hire and early-tenure population — including welcome communications, milestone recognition (30/60/90-day acknowledgments), and connection to the broader ATI community.
• Identify cultural integration challenges specific to acquired brands or newly onboarded locations, and surface recommendations to the Senior Director and People leadership.
• Partner with the People Generalist for Operations on field employee engagement activities, ensuring the onboarding experience connects new hires to the branch culture and operational team from day one.

Cross-Functional People Team Partnership

• Work in close, daily partnership with the all People Generalist, maintaining clear ownership boundaries, shared visibility into the field population, and a consistent employee experience across both roles.
• Partner with Talent Acquisition to ensure the candidate-to-employee transition is seamless — no information gaps, no Day 1 surprises, and a handoff that reinforces the positive imp