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# People Generalist (6-Month Fixed Term)

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[Apply for this job](#job-application)[View company](https://jobicy.com/company/wheel.md)Share2 Sep 2026Published16Listing views0Application actions2 Oct 2026Apply before  Opportunity details

## About this role.

AI SummaryWheel is hiring a senior-level People Generalist for a six-month fixed-term, W-2 employee engagement supporting a high-volume People function. The role owns full-cycle recruiting, new-hire onboarding, employee-file audits, job-description development, and routine HRIS administration in BambooHR. Success requires independent prioritization, meticulous documentation, sound judgment around confidential information, and timely escalation of compliance issues. The position is remote within the United States, works approximately 40 hours per week, and reports to the Head of People. It is well suited to an HR generalist with recruiting and HR operations experience who can rapidly close operational backlogs.

## Role DNA

A quick view of the complexity, pace, ownership and collaboration implied by the job description.

### Job Complexity

4/5EasyHard

### Pace & Pressure

5/5RelaxedFast-paced

### Autonomy Level

4/5GuidedFull ownership

### Communication Load

5/5IndependentCollaborative

AI insightThe role combines several operationally sensitive HR disciplines—recruiting, onboarding, I-9 coordination, employee records, and classification-aware job descriptions—within a short six-month timeframe. High volume, audit accuracy, and limited ramp time make strong prioritization and independent execution essential.

## Salary analysis

Estimated compensation compared with the broader US market for similar roles.

Estimated job medianHighly competitive$60US market range$45–$750$83

AI insightThe disclosed hourly pay range is $50.00–$70.00 USD, with a midpoint of $60.00 per hour. For a US-based HR/People Generalist with 5+ years of experience and substantial recruiting and HR operations ownership, an estimated competitive market range is approximately $45.00–$75.00 per hour; the offered range is competitive for a fixed-term remote role.

## Core skills

Skills and capabilities most closely associated with this opportunity.

[HR operations](https://jobicy.com/jobs?search_keywords=HR%20operations.md)[full-cycle recruiting](https://jobicy.com/jobs?search_keywords=full-cycle%20recruiting.md)[applicant tracking systems](https://jobicy.com/jobs?search_keywords=applicant%20tracking%20systems.md)[BambooHR](https://jobicy.com/jobs?search_keywords=BambooHR.md)[employee onboarding](https://jobicy.com/jobs?search_keywords=employee%20onboarding.md)[I-9 compliance](https://jobicy.com/jobs?search_keywords=I-9%20compliance.md)[employee file audits](https://jobicy.com/jobs?search_keywords=employee%20file%20audits.md)[HRIS administration](https://jobicy.com/jobs?search_keywords=HRIS%20administration.md)[job description writing](https://jobicy.com/jobs?search_keywords=job%20description%20writing.md)[employment compliance](https://jobicy.com/jobs?search_keywords=employment%20compliance.md)

Sample interview questionsHow have you managed a high volume of requisitions while maintaining a strong candidate experience?I use a structured intake process, clear service-level expectations, and a consistent ATS workflow for every requisition. I maintain regular communication with hiring managers and candidates, document decisions promptly, and use pipeline reporting to identify stalled searches before they affect the candidate experience.

Describe your approach to auditing employee files and correcting documentation gaps.

I begin with a defined checklist based on company policy and applicable retention requirements, then review files systematically and document each missing or incomplete item. I prioritize legally sensitive records such as I-9s and signed acknowledgments, follow up with the appropriate owners, and escalate discrepancies that require policy or legal interpretation.

How would you prioritize this role's recruiting, onboarding, audit, and HR administration responsibilities during a short fixed-term engagement?

I would first assess deadlines, compliance risk, business impact, and volume across each workstream. Time-sensitive onboarding and active hiring needs would receive immediate attention, while I would create a milestone-based audit plan and recurring blocks for HR administration so important backlog work progresses consistently.

What steps do you take to ensure job descriptions are accurate, inclusive, and properly scoped?

I gather input from the hiring manager, review existing documentation and comparable roles, and distinguish essential responsibilities from preferred qualifications. I use standardized, inclusive language, clarify required versus nice-to-have criteria, and flag classification, leveling, or essential-function questions for the appropriate review.

How do you handle employee questions or issues that may require escalation?

I listen carefully, confirm the relevant facts, and address routine process questions using approved policies and documentation. When an issue involves interpretation, potential compliance exposure, or sensitive employee relations matters, I avoid making unsupported commitments, document the issue clearly, and escalate it promptly to the appropriate People or legal stakeholder.

### Position Summary

We’re hiring a People Generalist on a six-month fixed-term basis to give our People team real capacity during a busy stretch. This is hands-on, high-volume work: you’ll own requisitions end to end, run onboarding for new hires, clean up our employee files, and build out job descriptions across the business.

This is a great fit for someone who likes to see the whole HR function rather than one slice of it, works quickly without dropping details, and is comfortable being the person who finally gets the backlog closed out. You’ll report to the Head of People.

Term: This is a six-month fixed-term position with a defined end date. It is a W-2 employee role at Wheel, not a contractor engagement. Extension or conversion to a permanent role is possible but not guaranteed, and depends on business need at the end of the term.

### Job Responsibilities

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End-to-end recruitment

Own requisitions from kickoff to offer — intake with the hiring manager, sourcing strategy, job posting, screening, interview scheduling and coordination, candidate communication, and offer support.

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Run phone screens and provide clear, evidence-based recommendations to hiring managers.

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Keep the ATS clean — accurate dispositions, current pipeline stages, and complete candidate records.

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Manage the candidate experience — timely follow-up, clear next steps, and a professional close for every candidate, whether or not they advance.

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Onboarding

Run onboarding end to end for new hires — offer letter and new hire paperwork, background check and I-9 coordination, system and equipment provisioning requests, and first-week scheduling.

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Serve as the new hire’s first point of contact for questions about policy, benefits enrollment, and getting set up.

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Track completion of required new hire documentation and follow up on anything outstanding.

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Employee file audits

Audit employee files against a documentation checklist — identify missing, incomplete, or misfiled records and close the gaps.

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Verify required documentation is present and current, including I-9s, signed policy acknowledgments, and handbook agreements.

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Maintain records in accordance with retention requirements and Wheel’s data handling standards, escalating discrepancies rather than resolving them independently.

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Produce a summary of audit findings and remaining gaps at the end of the engagement.

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Job description development

Write and refresh job descriptions across departments, working from hiring manager input and existing role documentation.

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Standardize format and language so postings are consistent, accurate, and inclusive.

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Partner with hiring managers to pin down scope, requirements, and must-have versus nice-to-have criteria.

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Ensure descriptions accurately reflect essential functions and align to the correct classification and leveling, flagging anything that needs review.

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HR administration

Maintain accurate employee data in the HRIS (BambooHR) — new hires, changes, and terminations.

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Process routine employee lifecycle transactions and generate standard reports as requested.

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Respond to routine employee questions on policy and process, escalating anything requiring interpretation.

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Support recurring People team operations including e-signature campaigns, compliance tracking, and documentation upkeep.

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Assist with employment verifications and other standard administrative requests.

### Qualifications

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5+ years of HR experience in a generalist or combined recruiting and HR operations capacity.

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Full-cycle recruiting experience — you’ve owned requisitions yourself, not just coordinated them.

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Hands-on HRIS and ATS experience. BambooHR familiarity is a plus but not required.

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Strong attention to detail. This role involves audit work where accuracy is the deliverable.

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Comfortable with confidential information and clear on the difference between what you can resolve and what needs to be escalated.

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Organized and self-directed. Six months is a short runway — you’ll need to prioritize and move without much ramp.

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Clear written communication. Much of this job is writing: job descriptions, candidate correspondence, and documentation.

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Working knowledge of employment fundamentals — I-9 and employment eligibility, recordkeeping, and classification basics.

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Authorized to work in the US. Wheel is unable to sponsor employment authorization for this position.

Nice to have

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Experience in healthcare, telehealth, or another regulated industry.

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Exposure to multi-state employment or a distributed workforce.

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File audit or HR compliance project experience.

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PHR, SHRM-CP, or similar certification.

### Compensation and Details

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Pay range: $50.00 – $70.00 per hour, depending on experience, scope, and work location.

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Term: Six months from start date, with a defined end date.

*

Schedule: Full-time, approximately 40 hours per week.

*

Location: Remote within the United States.

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Benefits: Fixed-term employees are eligible for benefits including medical, dental, vision and 401(k)

Wheel is committed to equal employment opportunities for all team members. Every decision we make regarding employment is solely based on merit, competence, and performance. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills.

Research shows that underrepresented groups typically apply only if they meet 100% of the criteria listed. At Wheel, we encourage women, people of color, and LGBTQ+ job seekers to apply for positions even if they don’t check every box for the role.

Show more

[Apply now >](https://jobicy.com/jobs/152366-people-generalist-6-month-fixed-term.md)

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