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Human Resources Generalist

Lifeline Homecare, Inc.
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About Lifeline Homecare

At Lifeline Homecare, we are dedicated to providing high-quality, compassionate care that allows our clients to remain independent in their own homes. We believe our commitment to "people first" starts internally with our workforce. The HR Generalist plays a critical role in supporting our team by overseeing corporate compliance, standardizing our talent practices, and ensuring our regional leadership teams have the HR tools and guidance they need to thrive.

The Role

The HR Generalist manages the day-to-day administration of human resources operations across all regions. This professional serves as a primary point of contact for employee relations, onboarding oversight, regulatory compliance, credential tracking, and risk management. This position requires a balanced leader who can enforce company policies and state labor laws with absolute precision while maintaining an approachable, supportive environment for office staff and field CareGivers alike.

Essential Functions

Compliance & Risk Management

  • Regulatory Compliance: Ensure all employment practices align with Federal and Kentucky state labor laws, including FMLA, ADA, FLSA, and state homecare licensing requirements.
  • Personnel File Auditing: Oversee physical and digital employee records to ensure 100% audit-readiness for state inspections and internal quality checks.
  • Credential Monitoring: Oversee the system for tracking required field credentials (e.g., driver's licenses, auto insurance, CPR certifications, background checks, and TB screenings) to ensure active compliance across all regions.
  • Workers' Compensation & Safety: Manage workplace injury claims, coordinate with insurance providers, and partner with regional leadership to enforce safety protocols.

Employee Relations & Retention

  • Conflict Resolution: Serve as an objective advisor to resolve employee grievances, conduct thorough internal investigations when necessary, and recommend fair corrective actions.
  • Policy Administration: Maintain and interpret corporate policies clearly and consistently; assist in updating the CareGiver Handbook and communicating policy shifts to regional teams.
  • Engagement Initiatives: Design and monitor initiatives focused on reducing CareGiver turnover and improving workforce morale across all regional offices.

Onboarding & Lifecycle Administration

  • Pre-Employment Screening: Oversee pre-employment background checks, registry verifications, and drug screening workflows in partnership with regional offices.
  • System Integration: Maintain accurate employee profiles, status changes, and licensure data within company databases (e.g., Caresmartz360 and HRIS platforms).
  • Offboarding Lifecycle: Manage exit procedures, analyze turnover trends across counties, and present findings to CHRO to drive workforce retention.

General Clerical

  • Departmental Support: Provide general clerical assistance to CHRO and corporate leadership, including scanning, filing, shredding, and drafting routine correspondence.
  • Front Office Liaison: Greet visitors, answer incoming corporate phone calls, and direct inquiries to the appropriate department or regional lead.
  • Mail & Mailings: Handle incoming and outgoing mail and coordinate large-scale mailings (e.g., annual benefits information or employee policy updates).

Physical Demands & Working Conditions

  • Environment: Normal office environment with moderate noise levels (computers, printers, office chatter).
  • Hazard Degree: Low degree of hazard or danger associated with standard office duties.
  • Physical & Mobility Demands:
    • Positioning: Primarily sitting using fingers, hands, and arms to reach; occasional standing, walking, stooping, kneeling, or crouching.
    • Lifting: Light physical effort; occasionally required to lift up to 25 pounds (file boxes, orientation binders, or supplies).
    • Sensory & Visual: Primary use of close vision (20 inches or less) for computer data entry, document auditing, and detailed reporting. Ability to communicate effectively via visual and auditory methods.

Qualifications

  • Education: Bachelor’s degree in Human Resources, Business Administration, or a related field required. SHRM-CP or PHR certification is a plus.
  • Experience: 2–4 years of progressive HR experience; prior exposure to healthcare, home care, or a high-volume hourly workforce is strongly preferred.
  • Skills: Solid understanding of employment law; exceptional conflict-resolution, organizational, and communication skills; ability to handle confidential information with strict discretion.
  • Technical: Proficiency in Microsoft Office (Word, Excel, Outlook) and digital HR platforms; experience with EVV (electronic visit verification) scheduling systems (e.g., Caresmartz360) is preferred.