Part-Time HR Generalist, Client Services

Part-Time HR Generalist, Client ServicesRCR Consulting Group | Fully Remote | 25-30 hours per week, Monday-Friday | $32.00-$40.00 per hour

The Opportunity

RCR Consulting Group is looking for a hands-on HR generalist who genuinely likes doing the work — not just advising on it.

You will support a portfolio of small and mid-size client organizations across a wide range of industries, and no two days look the same. One morning you are drafting an offer letter and running a background check. That afternoon you are putting together an FMLA designation notice, then jumping on a call to walk a client's payroll administrator through a deduction correction. Next week you are deep in a new HRIS implementation, cleaning up employee data and testing the first payroll run.

If that variety sounds energizing rather than scattered, keep reading. If your instinct is that this work should be handed to someone else, this is not the right fit — and we would rather both of us know that now.
This is a permanent part-time, fully remote position. We are looking for someone who wants RCR to be their work — not a side engagement alongside other employment or their own consulting practice.

The Schedule

Core hours are 9:30 a.m. to 2:30 p.m. Eastern, when we need you reachable for clients. The remaining hours each week are yours to place — early mornings, evenings, whatever fits your life. We hold this schedule seriously; it is the reason the role exists as part-time rather than full-time.

We do ask for flexibility to pick up additional hours occasionally when client needs spike — open enrollment, an implementation go-live, an urgent employee relations matter.

A Note on Career Breaks

We welcome applicants returning to the workforce after time away. A gap on your resume is not a mark against you here — we care that you have the experience and that you are ready to use it. If you stepped back from a career in HR and want back in, we would like to hear from you.

What You Will Actually Do

We wrote this section deliberately specific, because we want you to know exactly what you are signing up for.

Day-to-day HR execution — you do the work, not delegate it

• Draft and send offer letters, and manage onboarding paperwork, I-9s, and background checks end to end
• Prepare FMLA, ADA, and state leave notices and correspondence, and track leave cases from first request through return to work
• Process and audit payroll: entering changes, chasing down discrepancies, reconciling deductions, resolving the check that came out $46 short
• Maintain accurate employee data across HRIS platforms — you are the one in the system, not the one reviewing a report about the system
• Build and update handbooks, policies, job descriptions, offer templates, and employee communications
• Run open enrollment logistics: employee meetings, election tracking, carrier file follow-up, post-enrollment audits

Client service that earns the "wow"

• Serve as the primary day-to-day HR contact for your clients — the person they call when something goes sideways
• Respond fast, follow through completely, and close the loop without being asked twice
• Handle a client's employee question with the same care whether it is a routine PTO balance or a resignation letter that just landed
• Anticipate what is coming — the I-9 that expires next month, the notice that is due, the manager who will need coaching before that conversation

Projects and systems implementations

• Work implementations start to finish: data gathering and cleanup, configuration testing, parallel payroll runs, employee communications, go-live support
• Manage several client projects at once and keep every one of them moving
• Document processes so the next person can run them

Employee relations and manager support

• Investigate and resolve employee relations matters — complaints, performance concerns, policy violations — with discretion and clean documentation
• Coach frontline and mid-level managers through performance conversations, write-ups, and terminations
• Keep clients compliant with federal and state employment law: FMLA, ADA, FLSA, ACA, and the multi-state patchwork that comes with our client base

Who Thrives Here

• You would rather have twelve things on your plate than three, and you have a system for keeping all of them straight
• You get bored when work gets repetitive, and you look for the next problem to solve
• You take real pride in being the person a client can count on — responsiveness is part of your professional identity, not a requirement someone imposed on you
• You are comfortable being the one who does the task, files the form, fixes the record, and sends the email
• You are steady when three clients need you at once and one of them is upset
• You are detail-obsessed. A wrong date on a leave notice or a typo in an offer letter bothers you

Who This Is Not For

We say this plainly because false starts are expensive for everyone:

• You are looking for advisory-only or strategy-only work. Roughly 70% of this job is execution. If you want to build the framework and hand it off, this will frustrate you.
• You want to lead a team. There is no team to lead. You are an individual contributor, and you will stay one.
• You are building or maintaining your own consulting practice. We are hiring an employee, not contracting a firm. This needs to be your primary professional commitment.
• You want this as a second job. We are not a fit alongside other employment.
• Administrative work feels beneath your level. Some days it is data entry and chasing signatures. If that reads as a step down, we are not the right place.
• You need a lot of structure and ramp time. You will be supporting live clients within your first few weeks.

What You Bring

• 7-10 years of hands-on HR generalist experience — and you are still doing the work yourself today, not overseeing others who do it
• Real depth across the full HR lifecycle: recruiting and onboarding, payroll, benefits administration, leave administration, employee relations, and policy work
• Payroll fluency. You have processed it, audited it, and fixed it — not just approved it.
• Leave administration experience. You can produce a compliant FMLA notice without a template hunt.
• HRIS proficiency and real experience with at least one implementation or platform migration
• Strong writing. You can produce a polished handbook, a clear policy, and a professional employee email without heavy editing.
• Working knowledge of federal and multi-state employment law, and good instincts about when to escalate
• Proven remote work experience — you are self-directed, communicative, and reliably reachable during core hours
• BA/BS in Human Resources or a related field

Preferred

• Prior HR consulting, PEO, HRO, or multi-client experience
• Experience supporting multiple entities or client organizations at once
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification
• Proficiency across the Microsoft Office Suite, especially Excel

Compensation and Benefits

• $32.00 - $05.00 per hour, depending on experience
• Paid time off and paid holidays — uncommon in part-time HR work, and intentional on our part
• 401(k) with company match
• Professional development assistance, including certification support
• Fully remote, with a consistent Monday-Friday schedule

We are hiring an employee, not contracting a firm. The benefits package reflects that.

We are committed to being an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

Originally posted on Himalayas