Human Resources Generalist at Boys & Girls Clubs of San Francisco

San Francisco, California, United States -

Full Time

Start Date

Immediate

Expiry Date

21 Aug, 26

Salary

34.0

Posted On

23 May, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

People Analytics, HRIS Management, Data Analysis, Onboarding, California Employment Law, Process Improvement, Records Management, Google Suite, Compliance Auditing, Employee Relations, Strategic Thinking, Reporting, Workforce Planning, DEI Tracking, Offboarding, Legal Operational Support

Industry

Non-profit Organizations

Description

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 senior leadership. Track and report on DEI metrics including representation by department, level, and demographics; identify trends and recommend action areas. Build and monitor dashboards for onboarding effectiveness: new hire retention at 30/60/90 days, orientation satisfaction, and ramp time; iterate on what’s being measured based on findings. Maintain and analyze annual and pulse employee engagement survey data; synthesize results and recommend priorities to HR leadership. Partner with Finance to provide accurate headcount and staff movement data for workforce planning and budget reconciliation. Conduct regular audits of HRIS data integrity; identify and resolve discrepancies to ensure clean, reportable data. Document data processes so workflows are repeatable and transferable as the organization grows. Support ad hoc data pulls and analysis requests from HR team members and organizational leaders. 3. General HR Administration Respond to HR inbox inquiries with timeliness and judgment; route complex matters to appropriate HR team members and follow up to ensure resolution. Process employment / wage verifications and reference checks. Conduct audits of social security numbers, agency equipment, and performance review completion. Maintain supply of new hire packets, employee handbooks, and HR forms. Maintain I-9 documentation and conduct regular audits; follow up on expired documents in Paylocity. Coordinate logistics for HR meetings, orientations, and other HR-related functions. Assist with reconciliation of RAMP card transactions. Support annual HR process calendar: open enrollment, performance review cycles, compliance training. Build and maintain internal records systems (Google Drive, Paylocity and other systems). 4. Onboarding, Offboarding & Cross-Functional Partnership Coordinate and support the Legal Department operational processes (management of legal contracting platform). Coordinate logistics for New Hire Orientation, New Manager Orientation, and Staff Integration in partnership with the Staff Training & Development Specialist. Manage the exit interview process; analyze offboarding data to identify trends in voluntary turnover and share insights with HR leadership. Support and partner with the Recruiter on offers, seasonal transitions, and promotions; maintain accurate records of all employee status changes. Partner with Finance to reconcile staff movement and ensure payroll accuracy. Review and document process adjustments; support continuous improvement of HR workflows and procedures. What You Bring Required Bachelor's degree in Human Resources, Business Administration, Psychology, Sociology, Economics, Industrial-Organizational Psychology, Organizational Behavior, or a related field — or equivalent professional experience. 3–5 years of HR generalist or HR coordinator experience. Demonstrated experience generating reports and working with HR data in an HRIS. Proficiency in Google Suite. Experience building or maintaining HR dashboards or metrics reports, including presenting findings to senior stakeholders. Ability to work independently on open-ended problems and manage priorities without close supervision. Experience designing or improving HR processes — not just executing them. Strong written and verbal communication skills; ability to explain data insights to non-technical audiences. Knowledge of California employment law and HR compliance requirements. Ability to manage multiple priorities and deadlines in a fast-paced environment. Preferred Experience building reporting infrastructure or an analytics function from a low baseline. Familiarity with people analytics frameworks and workforce planning methodologies. Proficiency with using AI tools for data optimization and analysis. Why BGCSF Comprehensive health benefits, including employer contribution 401K pre-tax program and 7% employer contribution after one year of service Employee Assistance Program (EAP) Education assistance Pre-tax Transportation Savings Account Flexible Spending Account (FSA) Generous Paid Time Off program Paid Holidays Life & Disability Insurance Professional development opportunities Free all-location West Coast Bay Club membership (for FT & PT after 90 days) Compensation The salary range for this position is $32–$34 per hour. Final compensation is determined based on a range of factors, including skill set, experience, training, certifications, and organizational needs. Candidates may be hired at the entry, mid, or senior level of the range, depending on qualifications and position requirements. Disclaimer This job description outlines the general nature and level of work expected in this role. It is not intended as a comprehensive inventory of all duties, responsibilities, or qualifications. BGCSF reserves the right to reassign or relocate employees as needed. Pre-Employment Requirements As part of the hiring process, BGCSF requires candidates to complete LiveScan fingerprinting, a background check, and a tuberculosis (TB) evaluation or test.

Responsibilities

The HR Generalist manages the full employee lifecycle from onboarding to offboarding while maintaining HRIS data accuracy and compliance. A primary focus of the role is building and maintaining people analytics dashboards to drive evidence-based organizational decisions.