Entry Level HR Generalist Jobs
New grad hr generalist jobs attract recent graduates and entry level candidates with zero to two years of experience, where strong internship work or a human resources coursework portfolio can matter more than a long resume. Most openings are a mix of on-site, hybrid, and remote roles across Manufacturing, Technology & Software, and Food & Beverage, with employers like Canonical, Leggett & Platt, and Jobot hiring at this level now.
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Showing 5 of 188+ Entry Level HR Generalist jobs
Exempt
QUALIFICATIONS
EDUCATION
- Bachelor’s degree; may consider internal candidate with additional four years of experience (in addition to the minimum experience requirements listed below) in lieu of degree
EXPERIENCE
- Two years of human resources or related experience
LICENSES AND CERTIFICATIONS
Preferred
- PHR - Professional in Human Resources (HRCI) from the Human Resource Certification Institute (HRCI) or
- SHRM-CP - Certified Professional in HR (SHRM) from the Society for Human Resource Management (SHRM)
SKILLS AND ABILITIES
- Demonstrates the skills and competencies necessary to safely perform the assigned job, determined through ongoing skills, competency assessments, and performance evaluations
- Sufficient proficiency in speaking, reading, and writing the English language necessary to perform the essential functions of this job, especially with regard to activities impacting patient or employee safety or security
- Ability to effectively communicate with patients, physicians, family members and co-workers in a manner consistent with a customer service focus and application of positive language principles
- Exhibits strong interpersonal and teamwork skills with all levels of the healthcare team and assures delivery of excellent customer service to all applicants, HM leaders and staff, physicians and co-workers
- Ability to interact and partner with client groups to achieve positive results for the organization
- Knowledge of MS Office products, including Outlook, Excel, Word, and PowerPoint
- Ability to identify and effectively utilize resources to accomplish multiple tasks with high priority
- Strong organizational skills and attention to detail
- Ability to adapt to changing responsibilities and multiple tasks
- Capable of handling challenging/difficult situations Ability to collect, interpret and analyze data
ESSENTIAL FUNCTIONS
PEOPLE ESSENTIAL FUNCTIONS
- Provides routine advisement to managers on employee relations issues of low to moderate complexity. Fields initial employee concerns and works towards resolution, consulting with other HR colleagues on conflict resolution of a more complex nature.
- Contributes towards improving department score for turnover/retention/employee engagement, using peer-to-peer accountability.
- Communicates and works collaboratively regularly with HR specialty groups (i.e., Payroll, Benefits, etc.) to ensure consistency of information.
- Assists management with assessment of performance improvement needs and the development of associated action plans.
SERVICE ESSENTIAL FUNCTIONS
- Implements people strategies in collaboration with human resources specialists, HR management, and operations leadership to support business objectives.
- Participates in client activities to build knowledge of the operational objectives and the culture of assigned workgroups. Attends client department meetings to give HR updates and receive updates on operational changes.
- Assists with workforce planning activities, such as working with client groups to identify staffing challenges. Supports recruitment initiatives as directed.
- Assists with education sessions for employees and leadership, such as new employee orientation. May deliver presentations on basic topics to employees and/or managers.
QUALITY/SAFETY ESSENTIAL FUNCTIONS
- Interprets human resources policy and procedures to employees and managers. Makes recommendations to colleagues, human resources specialists, and management on identified opportunities for policy, procedure, and process improvement.
- Conducts investigations under general supervision for employee complaints, disputes, or concerns. Documents all related issues with guidance from HR management, and maintains appropriate records.
- Conducts data collection activities; generates and provides basic analysis to reports; and assists client groups with improvements to respective HR metrics.
FINANCE ESSENTIAL FUNCTIONS
- Educates management on compensation policy and recommendations to gain acceptance and understanding. Assists management in the decision making process of salary adjustments and salary discrepancies and assists in the job evaluation process.
- Uses resources efficiently; does not waste supplies. Self-motivated to independently manage time effectively and prioritize daily tasks, assisting coworkers as needed.
GROWTH/INNOVATION ESSENTIAL FUNCTIONS
- Participates in change management initiatives as instructed or required for client group. Seeks opportunities to identify self-developmental needs and takes appropriate action. Ensures own career discussions occur with appropriate management. Completes and updates the My Development Plan on an ongoing basis.
SUPPLEMENTAL REQUIREMENTS
-
WORK ATTIRE
- Uniform: No
- Scrubs: No
- Business professional: Yes
- Other (department approved): No
- Note that employees may be required to be on-call during emergencies (ie. Disaster, Severe Weather Events, etc) regardless of selection below.
- On Call* No
- May require travel within the Houston Metropolitan area Yes
- May require travel outside Houston Metropolitan area Yes
ON-CALL*
TRAVEL**
**Travel specifications may vary by department**
EDUCATION
- Bachelor’s degree; may consider internal candidate with additional four years of experience (in addition to the minimum experience requirements listed below) in lieu of degree
EXPERIENCE
- Two years of human resources or related experience
LICENSES AND CERTIFICATIONS
Preferred
- PHR - Professional in Human Resources (HRCI) from the Human Resource Certification Institute (HRCI) or SHRM-CP - Certified Professional in HR (SHRM) from the Society for Human Resource Management (SHRM)
Company Profile:
Houston Methodist The Woodlands Hospital opened in June 2017. This 725,000-square-foot, full-service, acute-care hospital offers many of the same services as our flagship hospital in the Texas Medical Center. Also, on the beautiful hospital campus, located at the intersection of Interstate 45 and Texas State Highway 242, are two medical office buildings, which include a Breast Care Center; Cancer Center; infusion center; heart and vascular services; neurology; orthopedics and sports medicine; rehabilitation services; wellness services; an outpatient laboratory; and several other multispecialty physician practices. In January 2022, Houston Methodist The Woodlands opened Healing Tower — a $250 million expansion project that added 106 beds, focused on medical-surgical and women’s services, and provided nine operating rooms. The project also included the expansion of the endoscopy center, emergency department and diagnostic imaging department with an enhanced neurodiagnostic and interventional center.
Houston Methodist is an Equal Opportunity Employer.
Exempt
QUALIFICATIONS
EDUCATION
- Bachelor’s degree; may consider internal candidate with additional four years of experience (in addition to the minimum experience requirements listed below) in lieu of degree
EXPERIENCE
- Two years of human resources or related experience
LICENSES AND CERTIFICATIONS
Preferred
- PHR - Professional in Human Resources (HRCI) from the Human Resource Certification Institute (HRCI) or
- SHRM-CP - Certified Professional in HR (SHRM) from the Society for Human Resource Management (SHRM)
SKILLS AND ABILITIES
- Demonstrates the skills and competencies necessary to safely perform the assigned job, determined through ongoing skills, competency assessments, and performance evaluations
- Sufficient proficiency in speaking, reading, and writing the English language necessary to perform the essential functions of this job, especially with regard to activities impacting patient or employee safety or security
- Ability to effectively communicate with patients, physicians, family members and co-workers in a manner consistent with a customer service focus and application of positive language principles
- Exhibits strong interpersonal and teamwork skills with all levels of the healthcare team and assures delivery of excellent customer service to all applicants, HM leaders and staff, physicians and co-workers
- Ability to interact and partner with client groups to achieve positive results for the organization
- Knowledge of MS Office products, including Outlook, Excel, Word, and PowerPoint
- Ability to identify and effectively utilize resources to accomplish multiple tasks with high priority
- Strong organizational skills and attention to detail
- Ability to adapt to changing responsibilities and multiple tasks
- Capable of handling challenging/difficult situations Ability to collect, interpret and analyze data
ESSENTIAL FUNCTIONS
PEOPLE ESSENTIAL FUNCTIONS
- Provides routine advisement to managers on employee relations issues of low to moderate complexity. Fields initial employee concerns and works towards resolution, consulting with other HR colleagues on conflict resolution of a more complex nature.
- Contributes towards improving department score for turnover/retention/employee engagement, using peer-to-peer accountability.
- Communicates and works collaboratively regularly with HR specialty groups (i.e., Payroll, Benefits, etc.) to ensure consistency of information.
- Assists management with assessment of performance improvement needs and the development of associated action plans.
SERVICE ESSENTIAL FUNCTIONS
- Implements people strategies in collaboration with human resources specialists, HR management, and operations leadership to support business objectives.
- Participates in client activities to build knowledge of the operational objectives and the culture of assigned workgroups. Attends client department meetings to give HR updates and receive updates on operational changes.
- Assists with workforce planning activities, such as working with client groups to identify staffing challenges. Supports recruitment initiatives as directed.
- Assists with education sessions for employees and leadership, such as new employee orientation. May deliver presentations on basic topics to employees and/or managers.
QUALITY/SAFETY ESSENTIAL FUNCTIONS
- Interprets human resources policy and procedures to employees and managers. Makes recommendations to colleagues, human resources specialists, and management on identified opportunities for policy, procedure, and process improvement.
- Conducts investigations under general supervision for employee complaints, disputes, or concerns. Documents all related issues with guidance from HR management, and maintains appropriate records.
- Conducts data collection activities; generates and provides basic analysis to reports; and assists client groups with improvements to respective HR metrics.
FINANCE ESSENTIAL FUNCTIONS
- Educates management on compensation policy and recommendations to gain acceptance and understanding. Assists management in the decision making process of salary adjustments and salary discrepancies and assists in the job evaluation process.
- Uses resources efficiently; does not waste supplies. Self-motivated to independently manage time effectively and prioritize daily tasks, assisting coworkers as needed.
GROWTH/INNOVATION ESSENTIAL FUNCTIONS
- Participates in change management initiatives as instructed or required for client group. Seeks opportunities to identify self-developmental needs and takes appropriate action. Ensures own career discussions occur with appropriate management. Completes and updates the My Development Plan on an ongoing basis.
SUPPLEMENTAL REQUIREMENTS
-
WORK ATTIRE
- Uniform: No
- Scrubs: No
- Business professional: Yes
- Other (department approved): No
- Note that employees may be required to be on-call during emergencies (ie. Disaster, Severe Weather Events, etc) regardless of selection below.
- On Call* No
- May require travel within the Houston Metropolitan area Yes
- May require travel outside Houston Metropolitan area Yes
ON-CALL*
TRAVEL**
**Travel specifications may vary by department**
EDUCATION
- Bachelor’s degree; may consider internal candidate with additional four years of experience (in addition to the minimum experience requirements listed below) in lieu of degree
EXPERIENCE
- Two years of human resources or related experience
LICENSES AND CERTIFICATIONS
Preferred
- PHR - Professional in Human Resources (HRCI) from the Human Resource Certification Institute (HRCI) or SHRM-CP - Certified Professional in HR (SHRM) from the Society for Human Resource Management (SHRM)
Company Profile:
Houston Methodist The Woodlands Hospital opened in June 2017. This 725,000-square-foot, full-service, acute-care hospital offers many of the same services as our flagship hospital in the Texas Medical Center. Also, on the beautiful hospital campus, located at the intersection of Interstate 45 and Texas State Highway 242, are two medical office buildings, which include a Breast Care Center; Cancer Center; infusion center; heart and vascular services; neurology; orthopedics and sports medicine; rehabilitation services; wellness services; an outpatient laboratory; and several other multispecialty physician practices. In January 2022, Houston Methodist The Woodlands opened Healing Tower — a $250 million expansion project that added 106 beds, focused on medical-surgical and women’s services, and provided nine operating rooms. The project also included the expansion of the endoscopy center, emergency department and diagnostic imaging department with an enhanced neurodiagnostic and interventional center.
Houston Methodist is an Equal Opportunity Employer.
See All 188+ Entry Level HR Generalist Jobs
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Find JobsEntry Level HR Generalist Job Market
Who's Hiring
- Canonical10
- Leggett & Platt4
- Jobot3
- Aramark3
- Kroger2
Top Industries Hiring
- Manufacturing16
- Technology & Software16
- Food & Beverage9
- Healthcare & Medical Services9
- Retail7
Entry Level HR Generalist Jobs: Frequently Asked Questions
How do I get an entry level hr generalist job?
Start by targeting postings that explicitly welcome zero to two years of experience or list internships as qualifying background. Employers at this level look for foundational knowledge of HR functions like onboarding, employee records, and benefits administration. A human resources degree, an HR certificate, or documented internship experience all signal readiness. Tailoring your resume to mirror the language in each job description also gives you a real edge.
Which companies hire entry level hr generalists?
Companies hiring entry level hr generalists right now include Canonical, Leggett & Platt, and Jobot, based on current listings on Migrate Mate as of July 2026. Hiring at this level tends to come from mid-size and large employers with dedicated HR departments, including healthcare systems, staffing agencies, retailers, and companies undergoing growth or high-volume recruiting cycles.
Are there remote entry level hr generalist jobs?
Yes, though fully remote openings are less common at the entry level than in more senior roles. About 20% of entry level hr generalist openings are remote or hybrid as of July 2026, so candidates who need schedule flexibility or live outside major metro areas still have real options worth pursuing.
Are these new grad hr generalist jobs?
Yes, these listings include new grad, recent graduate, and junior hr generalist roles alongside other entry level postings. A new grad friendly posting typically welcomes zero to two years of experience and treats internships, HR coursework projects, or a relevant certificate as qualifying background. If a posting does not require prior full-time HR employment, it is generally open to new grads.
Which industries hire the most entry level hr generalists?
Entry Level hr generalist roles concentrate in Manufacturing, Technology & Software, and Food & Beverage, based on current listings on Migrate Mate as of July 2026. These sectors tend to drive entry level hiring because they maintain large workforces, run frequent onboarding cycles, and rely on HR teams to manage compliance, employee relations, and benefits administration at scale.