Human Resources Generalist

Description

Boys & Girls Clubs of San Francisco — Administration — 380 Fulton Street, San Francisco, CA, 94102 

| Mon–Fri, 9 am - 5 pm | Full-time (40 hrs/wk) | $32 – $34 /hr | Benefits Eligible | In-Office |

Why This Role Matters

Since 1891, Boys & Girls Clubs of San Francisco (BGCSF) has provided high-quality, 

community-based youth development services to youth in San Francisco. Our mission is to inspire and enable all young people, especially those from disadvantaged circumstances, to realize their full potential as productive, responsible, and caring citizens. We impact the lives of Club members, primarily ages 6 to 18, by focusing on academic success, healthy lifestyles, good character & community engagement, and job readiness with earning potential. We are nationally recognized for the high quality of our programs and comprehensive approach to serving youth. Whether you’re joining our administrative team, a Club team, or our Camp Mendocino team, you’ll be surrounded by enthusiastic, talented, and passionate colleagues who wake up every day ready to inspire young people to reach their full potential.

What You'll Do

The HR Generalist serves as a key point of connection between employees and the Human Resources team at BGCSF. This role blends core HR generalist responsibilities with a meaningful emphasis on people analytics — building and maintaining the metrics, dashboards, and data infrastructure that help HR and organizational leaders make informed, mission-aligned decisions. The role also provides legal operational support to the Legal Department.

The ideal candidate brings an analytical mindset and genuine curiosity about people data, is comfortable working independently on open-ended problems, and looks for ways to improve processes and build for scale. They manage the new hire experience from onboarding through early integration, maintain HRIS data accuracy and compliance, and partner across HR functions — including recruiting, training, and benefits — to support BGCSF’s mission and people.

Core Competencies

• Analytical Mindset: Approaches HR questions with curiosity; comfortable moving from raw data to insight to recommendation.
• Data Literacy & Communication: Translates HR data into clear, actionable insights for leadership and cross-functional stakeholders.
• Independent Problem-Solving: Takes ownership of complex problems, knows when to ask for input, and follows through to resolution.
• Process Improvement: Identifies inefficiencies and designs scalable solutions; documents workflows so they hold up over time.
• Strategic Thinking: Connects people data to organizational goals and anticipates what leaders will need.
• Employee-Centered Approach: Brings warmth and professionalism to every employee interaction, especially during key transitions.
• Integrity & Confidentiality: Handles sensitive information with discretion and sound judgment.

1. Records Management & New Hire Support

• Manage all new hire administrative processes: Personnel Action Notice forms, change-of-employment and promotion letters, data entry for new hires and transfers in Paylocity.
• Provide a welcoming onboarding experience; prepare and process new hire and termination packets.
• Conduct 30-day check-ins with new hires to assess integration and flag any concerns.
• Maintain HRIS (Paylocity) data accuracy: enter new hire data, update employee profiles, follow up on Personnel Action changes.
• Manage background check compliance: initiate, monitor, and follow up on screenings.
• Maintain TB status verifications and personnel file integrity (disciplinary, performance, I-9, benefits, workers’ comp)
• Ensure employment records comply with all Federal, State, and local regulations.
• Manage uniform distribution and inventory.

2. People Analytics & HR Dashboards

This is a core function of the role. The HR Generalist will build and maintain data infrastructure to drive evidence-based HR decisions across the organization — and is expected to bring a point of view, not just pull reports.

• Design, build, and maintain HR dashboards tracking key workforce metrics: headcount, turnover, retention, time-to-fill, time-to-hire, absenteeism, and tenure distribution.
• Generate and analyze reports from Paylocity on a regular cadence (weekly, monthly, quarterly); synthesize trends and surface insights for leadership decision-making — not just summaries.
• Develop and maintain a People Metrics Scorecard aligned to BGCSF organizational goals; present findings to HR Director and s