<p><span><strong>About Positively Partners</strong></span></p><p><span>Positively Partners delivers integrated, people-centered consulting services to social impact organizations. Our services include recruitment, HR outsourcing, and consulting on people practices related to compensation, employee engagement, and inclusion.</span></p><p><span>Founded by nonprofit leaders in 2016, we help social sector organizations access high-quality, inclusion-focused HR services essential to achieving their missions. We’re a team of learners, HR professionals, and equity practitioners committed to helping employees thrive in support of their organization’s mission. Our home bases are in Boston, MA and Washington, DC, with a remote team across the United States, allowing us to deliver services through a mix of in-person and virtual channels.</span></p><p><span>You can learn more about Positively Partners and our service offerings at</span><a target="_blank" href="http://positivelypartners.org"><span> positivelypartners.org</span></a><span>.</span></p><p><span><strong>About PositivelyHR</strong></span></p><p><span>PositivelyHR is our outsourced HR service, providing mission-driven organizations with comprehensive, high-quality HR solutions. We function as an extension of our clients’ teams, offering expert support in compliance, payroll and tax processing, benefits administration, policy development, and employee relations.</span></p><p><span><strong>The Opportunity</strong></span></p><p><span>We are seeking a Senior HR Generalist to join the PositivelyHR team as a key operational resource addressing a range of HR matters across our client portfolio. This role serves as a key operational HR partner supporting high volume intake of employee, manager, and people operations matters across multi-client portfolio to include navigating nuanced HR questions, troubleshooting HRIS and policy issues, guiding leave of absence and ADA processes, and ensuring recurring HR cycles run smoothly and accurately.</span></p><p><span>This role is ideal for an HR professional with a strong generalist foundation and a natural instinct for complexity—someone who pauses to verify which policy applies before advising, can hold multiple client contexts at once, and brings both precision and care to their work. You’ll work closely with the PositivelyHR team to deliver high-quality, compliant HR support to a diverse portfolio of nonprofit clients, with particular depth in multi-client and multi-state employment environments. Success in this role requires someone who can influence without formal authority– setting clear expectations, coordinating follow-through across employees and managers, and helping those individuals make timely, well-informed decisions.</span></p><p><span>This is an operational HR delivery role focused on individual case management, policy execution, and recurring cycle support across our client portfolio. It is distinct from internal HR business partner, talent acquisition, learning and development, and HR leadership positions.</span></p><p><span><strong>KEY RESPONSIBILITIES:</strong></span></p><p><span><strong>HR Systems & Support</strong></span></p><ul><li><p><span>Partner with managers on nuanced HR inquiries, including multi-faceted employment changes, policy interpretation, system troubleshooting, and multi-state compliance questions.</span></p></li><li><p><span>Translate complex HR information into clear, concise, and standardized email communications that guide employees and managers through self-service resources or policy requirements.</span></p></li><li><p><span>Navigate a high-volume of incoming requests with attention to urgency, compliance risk, payroll or benefits impact, employee experience, and client-specific deadlines, escalating or reprioritizing work when needed.</span></p></li><li><p><span>Pull reports and analyze data from Dayforce to respond to escalated requests and promptly identify system/policy inconsistencies.</span></p></li><li><p><span>Actively contribute to the codification of HR practices by identifying recurring inquiries and developing standardized email templates and knowledge base resources, contributing to greater efficiency and consistency of the support function.</span></p></li><li><p><span>Utilize direct support/ticketing tools to manage workflow, ensuring adherence to established response-time standards and providing visibility into service timeliness and consistency.</span></p></li><li><p><span>Monitor recurring employee and manager needs, surfacing opportunities to improve processes or clarify guidance with PositivelyHR leadership.</span></p></li></ul><p><span><strong>Leave of Absence & ADA Administration</strong></span></p><ul><li><p><span>Serve as a primary point of contact for leave of absence requests, guiding employees through applicable policies and entitlements.</span></p></li><li><p><span>Coordinate leave documentation, communicate with relevant stakeholders, and ensure compliant execution of leave processes.</span></p></li><li><p><span>Determine and navigate employee leave eligibility across a complex, multi-state landscape, including review of certifications and supporting documentation, with support from leadership, as needed.</span></p></li><li><p><span>Prepare leave designation, approval, denial, extension, and return-to-work notices, coordinating with payroll, benefits, employees, managers, and internal team members to support compliant execution.</span></p></li><li><p><span>Administer standard ADA interactive process steps, including gathering and reviewing accommodation documentation, preparing communications, tracking status, and monitoring follow-up needs.</span></p></li><li><p><span>Maintain organized leave and accommodation records, ensuring sensitive information is handled with care and escalated appropriately when additional legal, benefits, or employee relations review is needed.</span></p></li></ul><p><span><strong>Performance & Employee Relations</strong></span></p><ul><li><p><span>Provide routine coaching to managers on attendance, performance expectations, documentation, basic conflict resolution, and policy-aligned next steps.</span></p></li><li><p><span>Draft Performance Improvement Plans, written warnings, conversation guides, and other routine employee relations documentation for review and use by managers and PositivelyHR leadership.</span></p></li><li><p><span>Support managers with considering the cultural and employee-experience implications of decisions, balancing equity, consistency, organizational values, and policy compliance.</span></p></li><li><p><span>Help managers establish clear working agreements, communication norms, and follow-up practices during performance, conflict, or transition moments.</span></p></li><li><p><span>Build manager buy-in for recommended next steps by explaining the rationale behind HR guidance and connecting decisions to policy, equity, organizational values, and employee experience.</span></p></li><li><p><span>Identify employee relations matters that require escalation to senior PositivelyHR team members, legal counsel, or other specialized partners.</span></p></li></ul><p><span><strong>Annual HR Cycle Administration</strong></span></p><ul><li><p><span>Support the administration of recurring HR cycles, including performance reviews, compensation planning, open enrollment communications, annual compliance updates, and related employee communications.</span></p></li><li><p><span>Set up, test, monitor, and troubleshoot relevant cycle components in Dayforce, partnering with internal team members to ensure accurate configuration, reporting, and completion tracking.</span></p></li><li><p><span>Draft and schedule approved launch emails, reminders, employee letters, and other communications so that employees and managers receive accurate, timely information during cycle execution.</span></p></li><li><p><span>Serve as a point of contact for employees and managers with questions during cycle execution, translating process requirements into practical next steps.</span></p></li></ul><p><span><strong>Compliance & Risk Management</strong></span></p><ul><li><p><span>Maintain up-to-date knowledge of evolving employment law and compliance requirements across multiple states, proactively escalating risks or gaps to PositivelyHR leadership.</span></p></li><li><p><span>Apply wage and hour requirements thoughtfully, including rules related to overtime, meal and rest breaks, compensable travel time, and exempt/non-exempt classification under the FLSA and applicable state law.</span></p></li><li><p><span>Apply HR knowledge carefully, pausing to verify the applicable policy—especially when navigating different client handbooks, cross-state employment questions, or practices that vary by organization.</span></p></li></ul><p><span><strong>QUALIFICATIONS:</strong></span></p><p><span>There are innumerable ways to learn, grow, and excel professionally. We review each application to better know you and the unique strengths you will bring to work. The Required Qualifications below reflect the experience and credentials we have found essential for success in this role. Preferred Qualifications are additional experiences that would strengthen a candidate’s readiness but are not required.</span></p><p><span><strong>Required Qualifications</strong></span></p><ul><li><p><span>At least 5 years of progressive human resources experience, with demonstrated generalist responsibilities across core HR functions. Candidates should show a clear progression of growing complexity and scope.</span></p></li><li><p><span>Active HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) OR Bachelor’s or Master’s degree in Human Resource, Industrial/Organizational Psychology, or related field.</span></p></li><li><p><span>Demonstrated ownership of leave of absence and ADA accommodation administration end-to-end, including eligibility determination, certification review, designation and return-to-work communications, and coordination across payroll, benefits, employees, and managers.</span></p></li><li><p><span>Experience supporting HR across multiple legally distinct employer entities or external clients—such as in HR consulting, PEO, or outsourced HR settings, or in an internal HR function that required holding policy and compliance context across separate entities (e.g., subsidiaries, acquired companies, or joint ventures).</span></p></li><li><p><span>Breadth of HR generalist experience across employee relations, leave management, compliance, performance, and HR systems.</span></p></li><li><p><span>Experience supporting HR in organizations of 800+ employees, with comfort navigating scale and complexity.</span></p></li><li><p><span>Demonstrated ownership of multi-state employment law compliance in day-to-day HR work, including independently navigating state-specific requirements and identifying when escalation or specialized review is needed.</span></p></li><li><p><span>Comfortable working in a performance-monitored environment, using data (such as support request response and resolution times) to track team progress towards service delivery standards and to inform process improvements.</span></p></li><li><p><span>Strong judgment in prioritizing competing requests in a high-volume environment, especially when balancing compliance risk, employee experience, client needs, and internal capacity.</span></p></li><li><p><span>Ability to build trust with managers and employees through clear communication, sound judgment, timely follow-up, and a calm, solutions-oriented presence.</span></p></li><li><p><span>Experience helping managers navigate sensitive employee matters with clarity, empathy, consistency, and appropriate documentation.</span></p></li><li><p><span>Strong attention to detail, organization, and follow-through in a high-volume, multi-stakeholder environment.</span></p></li><li><p><span>Excellent communication skills, with the ability to translate complex HR information clearly and empathetically to diverse employee and manager populations.</span></p></li><li><p><span>Comfortable working independently in a remote environment while maintaining strong collaboration with a distributed team.</span></p></li></ul><p><span><strong>Preferred Qualifications</strong></span></p><ul><li><p><span>Experience working in or supporting nonprofit or social impact organizations.</span></p></li><li><p><span>Direct experience with Dayforce HRIS, including configuration, reporting, and troubleshooting.</span></p></li></ul><p><span><strong>COMPENSATION & BENEFITS:</strong></span></p><p><span>Positively Partners offers staff a robust compensation and benefits package including access to high-quality, inclusive health benefits that prioritize employee agency and an opportunity for an end-of-year discretionary bonus calculated in equal measure based on individual, team, and organizational performance.</span></p><p><span>The salary range for this role is $72,000-82,000. Positively Partners is committed to supporting employee growth in our field, including providing training and support on an ongoing basis.</span></p><p><span><strong>LOCATION/WORK EXPECTATIONS:</strong></span></p><p><span>This is a remote position, open to candidates based in the United States. To best serve our primarily East Coast clients, candidates must be available to work Eastern Time Zone hours.<br><br>---</span></p><p><span>©Copyright 2026Positively Partners LLC</span></p><p><br></p>