HR Generalist Jobs in New York
HR Generalist jobs in New York are among the most active in the country, concentrated in finance, healthcare, media, and professional services across a market that needs generalists at every level from coordinator to senior HRBP. Most openings cluster in New York City, with secondary demand in Buffalo and Albany, where employers like JPMorgan Chase, NewYork-Presbyterian, and Verizon maintain large HR functions. The most in-demand specialties right now are employee relations, HRIS administration, and benefits compliance. Find a role that fits below and apply directly.
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About E-J
The E-J Group is active in all facets of electrical contracting, bringing experience, expertise, and a national reputation to projects that range in size up to more than $1 billion. With over 4,500 employees across 33 offices nationwide, E-J delivers full-service electrical solutions for mission critical / data centers, rail systems, transit facilities, office buildings, hospitals, power generation, substations, transmission and distribution, renewables, co-generation facilities, roadway and outdoor specialty work, airports, industrial facilities, chip plants, universities, sports stadiums, extra high voltage distribution, utility, and gas infrastructure. At E-J, three generations of family expertise have built an organization that combines practical knowledge with modern technological innovation, providing rapid and efficient solutions for today’s lighting, power, energy, and communication needs. E-J has over a 125-year reputation for integrity, quality, and exceptional service in the electrical field. To learn more, visit www.ej1899.com.
Title/Role: Senior Human Resources Generalist
Division: Corporate Development
Location: New York, NY
Reporting to: Director of Human Resources
Position Summary
E-J Electric Installation Co. is seeking an experienced, highly motivated Senior HR Generalist to join our team onsite in NYC. This position supports day-to-day HR operations, including employee relations, employee lifecycle processes, performance management administration, goal-setting activities, and compliance with company policies and employment regulations. Reporting directly to the Director of Human Resources, the ideal candidate brings strong HR operational experience, sound judgment in handling employee relations matters, and a proven ability to maintain compliance while supporting employees and managers in a fast-paced contracting environment.
Core Responsibilities
Employee Relations & Lifecycle Management:
- Employee Relations: Serve as the initial point of contact for day-to-day employee and manager concerns and inquiries. Conduct intake, offer initial guidance, and resolve baseline conflicts, escalating complex matters to the HR Director when necessary.
- Exit Interviews: Facilitate formal exit interview processes for departing employees. Compile and analyze feedback, track attrition trends, and provide insights and recommendations to HR leadership to support employee retention and continuous improvement efforts.
- Employee Engagement Initiatives: Administer employee engagement and recognition programs, gather employee feedback, and partner with management to support initiatives that enhance workplace culture and employee retention.
Performance Management & Goal Setting:
- Performance Management Process Administration: Manage the administration of performance management programs, including goal-setting, review cycles, performance improvement plans, and related documentation, while serving as a resource for managers and employees regarding policies and procedures.
- Performance Review Administration: Coordinate and execute annual evaluation cycle. Notify managers of schedule and process, track compliance, monitor evaluation deadlines, and review consistency across distinct departments.
- Goal-Setting Process: Guide supervisors and staff through regular, formalized objective-mapping cycles, aligning performance goals and developmental goals with corporate benchmarks and broader commercial corporate strategic goals.
Compliance & Operations:
- Handbook & Policy Updates: Review and modify the corporate employee handbook continuously. Ensure strict operational alignment with changes in federal, state, and city labor regulations in markets where we operate.
- Benefits Administration: Oversee the administration of employee benefits programs, serving as the primary HR resource for benefits-related questions and coverage concerns. Provide guidance on benefit plan options and eligibility, support employees through qualifying life events, and partner with the HR Coordinator and benefits TPA to ensure accurate and timely enrollment and administration.
- Other related duties as assigned
Position Requirements
- Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field required. HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
- Experience: 5–7+ years of progressive HR experience, preferably within commercial contracting, union and non-union environments.
- Technical Proficiency: Familiarity administering HRIS platforms, and proficiency in Microsoft Office Suite.
- Compliance Knowledge: Strong grasp of legal standards, including NYS/NYC labor mandates, FMLA/PFL, and EEOC guidelines.
- Schedule & Location: Ability to maintain a consistent onsite presence in NYC Monday through Friday, 7:30 AM to 4:30 PM.
Advantages of Working at E-J
- Leading Electrical Contracting Organization Nationwide
- Oldest Family-Owned and Operated Electric Contractor since 1899
- Job training and mentorship
- Competitive compensation packages
- Comprehensive benefits, including medical, dental, and 401K plan
- Paid holidays and vacation
- Merit-Based Bonus
- Tuition Reimbursement Program
Salary Range: $115,000 - $130,000/year
The E-J Group is an Equal Employment Opportunity Employer and ensures equal employment opportunity for all persons without discrimination on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, citizenship, or any other characteristic protected by law.
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About E-J
The E-J Group is active in all facets of electrical contracting, bringing experience, expertise, and a national reputation to projects that range in size up to more than $1 billion. With over 4,500 employees across 33 offices nationwide, E-J delivers full-service electrical solutions for mission critical / data centers, rail systems, transit facilities, office buildings, hospitals, power generation, substations, transmission and distribution, renewables, co-generation facilities, roadway and outdoor specialty work, airports, industrial facilities, chip plants, universities, sports stadiums, extra high voltage distribution, utility, and gas infrastructure. At E-J, three generations of family expertise have built an organization that combines practical knowledge with modern technological innovation, providing rapid and efficient solutions for today’s lighting, power, energy, and communication needs. E-J has over a 125-year reputation for integrity, quality, and exceptional service in the electrical field. To learn more, visit www.ej1899.com.
Title/Role: Senior Human Resources Generalist
Division: Corporate Development
Location: New York, NY
Reporting to: Director of Human Resources
Position Summary
E-J Electric Installation Co. is seeking an experienced, highly motivated Senior HR Generalist to join our team onsite in NYC. This position supports day-to-day HR operations, including employee relations, employee lifecycle processes, performance management administration, goal-setting activities, and compliance with company policies and employment regulations. Reporting directly to the Director of Human Resources, the ideal candidate brings strong HR operational experience, sound judgment in handling employee relations matters, and a proven ability to maintain compliance while supporting employees and managers in a fast-paced contracting environment.
Core Responsibilities
Employee Relations & Lifecycle Management:
- Employee Relations: Serve as the initial point of contact for day-to-day employee and manager concerns and inquiries. Conduct intake, offer initial guidance, and resolve baseline conflicts, escalating complex matters to the HR Director when necessary.
- Exit Interviews: Facilitate formal exit interview processes for departing employees. Compile and analyze feedback, track attrition trends, and provide insights and recommendations to HR leadership to support employee retention and continuous improvement efforts.
- Employee Engagement Initiatives: Administer employee engagement and recognition programs, gather employee feedback, and partner with management to support initiatives that enhance workplace culture and employee retention.
Performance Management & Goal Setting:
- Performance Management Process Administration: Manage the administration of performance management programs, including goal-setting, review cycles, performance improvement plans, and related documentation, while serving as a resource for managers and employees regarding policies and procedures.
- Performance Review Administration: Coordinate and execute annual evaluation cycle. Notify managers of schedule and process, track compliance, monitor evaluation deadlines, and review consistency across distinct departments.
- Goal-Setting Process: Guide supervisors and staff through regular, formalized objective-mapping cycles, aligning performance goals and developmental goals with corporate benchmarks and broader commercial corporate strategic goals.
Compliance & Operations:
- Handbook & Policy Updates: Review and modify the corporate employee handbook continuously. Ensure strict operational alignment with changes in federal, state, and city labor regulations in markets where we operate.
- Benefits Administration: Oversee the administration of employee benefits programs, serving as the primary HR resource for benefits-related questions and coverage concerns. Provide guidance on benefit plan options and eligibility, support employees through qualifying life events, and partner with the HR Coordinator and benefits TPA to ensure accurate and timely enrollment and administration.
- Other related duties as assigned
Position Requirements
- Education: Bachelor's degree in Human Resources Management, Business Administration, or a related field required. HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
- Experience: 5–7+ years of progressive HR experience, preferably within commercial contracting, union and non-union environments.
- Technical Proficiency: Familiarity administering HRIS platforms, and proficiency in Microsoft Office Suite.
- Compliance Knowledge: Strong grasp of legal standards, including NYS/NYC labor mandates, FMLA/PFL, and EEOC guidelines.
- Schedule & Location: Ability to maintain a consistent onsite presence in NYC Monday through Friday, 7:30 AM to 4:30 PM.
Advantages of Working at E-J
- Leading Electrical Contracting Organization Nationwide
- Oldest Family-Owned and Operated Electric Contractor since 1899
- Job training and mentorship
- Competitive compensation packages
- Comprehensive benefits, including medical, dental, and 401K plan
- Paid holidays and vacation
- Merit-Based Bonus
- Tuition Reimbursement Program
Salary Range: $115,000 - $130,000/year
The E-J Group is an Equal Employment Opportunity Employer and ensures equal employment opportunity for all persons without discrimination on the basis of race, color, religion, sex, sexual orientation, national origin, age, disability, marital status, citizenship, or any other characteristic protected by law.
76l6h9Ca0f
See All 66 HR Generalist Jobs in New York
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Find HR Generalist JobsHR Generalist Jobs by City in New York
Where New York roles are concentrated, by current openings.
HR Generalist Job Market in New York
A snapshot from current New York openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Technology & Software
- Manufacturing
- Staffing & Recruiting
- Distribution & Wholesale
- Healthcare & Medical Services
What New York Employers Look For
The qualifications that appear most often in HR generalist jobs across New York.
- Bachelor's degree in human resources, business administration, or a related field
- PHR, SPHR, or SHRM-CP certification preferred by most New York employers
- Three or more years of full-cycle HR experience across core generalist functions
- Working knowledge of New York State and New York City employment law requirements
- Demonstrated experience with HRIS platforms such as Workday, ADP, or UKG
- Strong employee relations and conflict resolution skills in a complex workforce
HR Generalist Jobs in New York: Frequently Asked Questions
How do you become a hr generalist in New York?
Start with a bachelor's degree in human resources, business, or a related field, as this is the baseline expectation for most New York listings. New York does not require a state-issued license to work as an hr generalist, but earning a PHR or SHRM-CP credential significantly strengthens your candidacy in a competitive market. Many New York employers also expect familiarity with New York State Human Rights Law and New York City-specific leave and pay transparency rules before hiring at the generalist level.
How much do HR generalists make in New York?
HR generalists in New York earn a median of about $84,380 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $56,040 for the lowest 10% to over $149,990 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr generalists in New York?
Employers hiring hr generalists in New York right now include Canonical, Legends Global, and Future Publishing, based on current listings on Migrate Mate as of September 2026. New York's density of large financial institutions, hospital systems, and media companies means consistent hr generalist demand well beyond the headline names.
Which New York cities have the most hr generalist jobs?
New York, Brooklyn, and Bronx have the most hr generalist openings in New York. New York City dominates by volume because of its concentration of corporate headquarters, major hospital networks, and financial services firms, while Buffalo and Albany generate steady demand through large healthcare systems, state government agencies, and regional employers that maintain their own HR functions.
Are there remote hr generalist jobs in New York?
Yes, and more than many people expect, since a significant portion of hr generalist work involves documentation, policy administration, and employee communication that can be done off-site. About 52% of hr generalist openings tied to New York are remote or hybrid as of September 2026, though fully remote roles are more common at the senior end of the market. Functions like onboarding, investigations, and benefits enrollment often still require periodic in-person presence.
How can I get hired as a hr generalist in New York with little or no experience?
The most realistic entry path is an HR coordinator or HR assistant role, which large New York employers in healthcare and financial services use as a structured step into generalist work. NewYork-Presbyterian, Northwell Health, and major consulting firms based in New York City regularly hire at the coordinator level for candidates with a human resources or business degree and no prior HR title. Earning your SHRM-CP or completing an HR certificate from a CUNY or SUNY program signals commitment and gives you an edge over candidates with identical academic backgrounds.
Where can I find and apply to hr generalist jobs in New York?
You can find and apply to hr generalist jobs in New York on Migrate Mate, which lists current openings across the state. Search the listings, find roles that fit your experience and location, and apply directly from the listing.
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