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Human Resources Generalist II 

About the Organization Since 1986 LERETA's nationwide team of real estate tax and flood professionals has provided the mortgage and insurance industries the fastest, most accurate and complete access to property tax and flood information across the nation. LERETA is an industry leader with an enormous focus on technology, innovation, and commitment to service excellence.  
Open Date 7/22/2022  
Position Human resources Generalist II  
Full-Time/Part-Time -unspecified-  
Exempt/Non-Exempt Exempt  
Category Human Resources  
Location Pomona  
Req Number HUM-22-00003  

The Human Resources Generalist II aligns business objectives with employees and management units serving as a partner to management on Human Resource related issues. The position assesses and anticipates Human Resources related needs and communicates proactively with senior HR staff. The Human Resources Generalist II formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.



  • Communicates with employees regarding enrollment deadlines and provides information necessary to the Payroll/Benefits staff for accurate and timely enrollments
  • Educates employees on the benefit plan designs. Assists employees to maximize the value of the benefit offerings
  • Administers wellness programs and provides information to HR Leadership on the effectiveness of the programs
  • Generates payroll reports to assist management, ensures compliance with wage and hour laws, and support accurate payroll processing

Employee Relations

  • Acts as a resource to employees/leaders/managers regarding employee issues of moderate complexity and interpreting Company policies, procedures and benefits
  • Conducts new employee orientations
  • Monitors and supports company policies and procedures and federal/state regulations, including but not limited to FMLA, ADA, sexual harassment investigations, etc.
  • Conducts exit interviews with staff to determine if corrective actions may retain valued staff. Provides analysis to HR management
  • Works with Human Resource management in a variety of employee relations situations of moderate complexity and offers recommendations for courses of action and resolution
  • Advises managers/supervisors on performance improvement plans and forwards to HR Management for final approval
  • Addresses and recommends resolution to issues involving any of the Human Resource programs (benefits, employee relations, etc.)
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
  • Coordinates morale enhancing activities
  • Manages relatively complex employee relations issues

Leaves of Absence/Worker’s Compensation

  • Acts as the main employee point of contact for all leaves of absences. Develops and sends written correspondence to the employees
  • Tracks hours utilized and ensures appropriate measures are taken related to benefits and provides this information to the Payroll/Benefits staff
  • Ensures employees report all accidents and provides appropriate documentation to ensure cases are recorded and employees receive appropriate care. Is the main point of contact with the insurance company on all workers compensation claims


  • Provides input on business unit restructures, workforce planning, succession planning
  • Develops job descriptions from first through the final draft

Change Management

  • Works with the leaders to ensure the effective change management techniques are being used
  • Supports the organization in change by preparing employees, and reinforcing the changes


  • Maintains appropriate communications by phone, email or fax with vendors, employees and other business contacts
  • Enters new employees in the HRIS and other database systems


  • Provides relevant information to the Safety Committee regarding improvements
  • As applicable, conduct and/or issue periodic training and education of employees on critical safety measures and procedures


  • Identifies training needs for business units and individual executive coaching needs
  • Is the liaison between the Training Manager and managers/supervisors on employee training needs, such as soft skills, career development, and compliance training
  • Assigns employees courses in the Learning Management System

This position will perform other duties as assigned based on the needs of the department.


Position Requirements
  • Minimum of 7 years of related experience
  • Bachelor’s Degree or equivalent
  • PHR/SHRM-CP Certification or equivalent
  • Advanced knowledge of multiple human resource disciplines including compensation practices, diversity, performance management, and federal and state respective employment laws
  • Experience in all facets of HR including safety, leaves of absence and worker's compensation
  • Proven experience successfully resolving employee relations issues
  • In-depth knowledge of payroll laws in multiple states
EOE Statement We are an Equal Employment/ Affirmative Action Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability status, protected veteran status or any other characteristic protected by law.  

This position is currently not accepting applications.

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