Human Resources Generalist Compliance

The American Registry of Radiologic Technologists (ARRT) is a leading credentialing organization. ARRT offers certification and registration in a wide range of radiologic disciplines helping people who work in medical imaging and radiation therapy to develop their careers. With nearly 360000 registrants we promote high standards of patient care with each new credential we award. Visit for more information and for details on ourbenefit offerings including health insurance retirement contributions paid time off and more.

Pay range is $67905 - $79889 annually. Review afull job description.

Please contact your recruiter or email with any questions or requests for reasonable accommodations during the interview process.

ARRT is looking for an experienced HR professional to join our growing Human Resources team working with compliance and regulatory areas. This hybrid role offers the opportunity to collaborate onsite at our Mendota Heights office approximately 2-3 days per week and follows a standard full-time schedule of Monday through Friday 8:00am to 4:30pm.

The Human Resources Generalist serves as ARRTs primary resource for employment law compliance HR policy administration audits investigations reporting and employee relations while supporting core HR generalist functions. This role monitors federal state and local employment law developments translates regulatory requirements into practical HR processes conducts compliance reviews and partners with leaders to ensure consistent and legally defensible employment practices.

The position plays a critical role in mitigating organizational risk while supporting an engaged high-performing workforce aligned with ARRTs mission and values.

Duties and Responsibilities:

HR Generalist

Serve as a primary HR contact for employees and managers responding to inquiries regarding policies procedures and programs.

Partner with leaders to provide guidance on employee relations issues and support fair consistent resolution.

Administer and support the performance management and merit process including goal setting evaluations corrective actions and terminations.

Coach leaders on effective documentation and appropriate handling of performance and conduct issues.

Identify trends or gaps in performance management or employee relations practices and recommend improvements.

Partner with the VP of HR to ensure consistent application of progressive discipline practices.

Support recruitment and selection processes to ensure compliance with employment laws and organizational hiring practices.

Maintain employment records.

Prepare employee separation documentation and conduct exit interviews.

Support HRIS reporting and maintain data integrity.

Develop and maintain HR templates tools and workflows to improve efficiency and consistency.

Assist in the development delivery and tracking of compliance and HR training programs.

Educate managers on employment practices including exempt vs. non-exempt classifications and multi-state workforce considerations.

Serve as a trusted advisor to leaders by providing practical business-aligned HR guidance.

Compliance

Develop maintain and monitor HRs compliance calendars regulatory deadlines required postings notices and recurring audits.

Coordinate and monitor compliance related to employee leave programs including FMLA ADA accommodations state leave programs and related documentation requirements.

Manage I-9 compliance employment authorization verification reverification requirements and periodic internal audits.

Assess and support compliance requirements associated with a multi-state workforce including wage and hour laws leave laws pay transparency requirements employee notice obligations etc.

Develop annual HR audit plans conduct compliance reviews document findings recommend corrective actions and monitor remediation efforts.

Develop and present HR compliance metrics trends audit results and risks assessments to HR Leadership.

Support OSHA-related compliance requirements and workplace safety initiatives.

Draft review and maintain HR policies procedures and employee handbook content to ensure alignment with legal requirements and best practices.

Conduct regular reviews of HR policies and procedures; recommend updates based on regulatory changes audit findings or organizational needs.

Identify employment-related compliance risks and develop practical mitigation strategies.

Provide clear well-documented and legally defensible HR guidance to leaders.

Advise on compliance matters related to FMLA FLSA ADA OSHA EEO workers compensation wage and hour laws and other applicable regulations.

Monitor legal changes affecting performance management disciplinary processes and contractor relationships; update practices accordingly.

Conduct compliance audits related to personnel files performance documentation disciplinary actions training records payroll practices and contractor files.

Ensure consistent application of HR policies and practices to reduce legal and reputational risk.

Maintain accurate and confidential personnel records in compliance with retention and privacy requirements.

Oversee record retention and destruction practices in alignment with legal and organizational standards.

Prepare analyze and maintain HR compliance reporting and required filings including EEO-1 reporting OSHA reporting benefits-related reporting and other federal state and local requirements.

Audit timekeeping and payroll practices to ensure compliance with wage and hour laws.

Support and document workplace investigations ensuring proper timelines confidentiality and record retention.

Ensure investigations and resulting employment actions comply with employment laws internal policies and documentation standards.

Monitor compliance related to contractor and staffing agency relationships including worker classification and co-employment risk.

Ensure appropriate documentation and processes for onboarding managing and separating contractors and agency staff.

Develop compliance dashboards reporting tools and process improvements to track risks and support organizational consistency.

Stay current on employment law developments and assess organizational impact.

Skills and Abilities

Demonstrated experience interpreting and applying federal and state employment laws.

Experience conducting HR audits compliance reviews and corrective action planning.

Experience supporting or leading workplace investigations.

Experience preparing and analyzing HR metrics compliance reports and regulatory filings.

Exceptional written and verbal communication skills with the ability to interpret legal and compliance requirements and translate them into clear practical guidance.

Strong working knowledge of employment law HR policies procedures and compliance best practices including performance management corrective action and workplace investigation standards.

Ability to assess and mitigate risk related to documentation quality consistency and timeliness.

Strong analytical and problem-solving skills with high attention to detail.

Experience collecting and analyzing qualitative and quantitative data to inform decisions and recommendations.

Ability to understand complex business processes identify opportunities for improvement and develop effective scalable solutions.

Ability to identify employment-related risks and recommend practical solutions that balance compliance and business needs.

Knowledge of audit principles compliance monitoring techniques and documentation standards.

Advanced proficiency analyzing HR data and trends to identify compliance concerns and organizational risks.

Demonstrated commitment to ethics confidentiality and discretion when handling sensitive information.

Ability to maintain accurate records and track multiple deadlines independently.

Process-driven mindset with experience documenting standardizing organizing and continuously improving workflows.

Strong collaboration skills with the ability to work effectively with diverse stakeholders across HR and the broader organization.

Adaptable and flexible with the ability to shift priorities and manage multiple projects and compliance deadlines with minimal supervision.

Proficient in HRIS systems and Microsoft Office Suite including SharePoint.

Minimum Qualifications:

Bachelors degree in human resources risk management Business Administration or related field

5 years of progressive Human Resources experience

3-5 years of direct experience supporting employment law compliance HR audits workplace investigations policy administration or regulatory compliance programs.

Preferred Qualifications:

Masters degree

Experience supporting organizational change policy implementation or compliance remediation

Human Resources or compliance certification (SPHR SHRM-SCP or similar)

Physical Demands:

Close Visual Acuity: Preparing and analyzing data; viewing a computer screen; and extensive reading.

Fingering: Typing or otherwise working primarily with fingers.

Hearing: Ability to receive detailed information through oral communication.

Reaching: Extending hand(s) and arm(s) in any direction.

Repetitive Motions: Substantial movements (motions) of the wrists hands and/or fingers.

Sedentary Work: Sitting most of the time; occasional walking and standing.

Talking: Spoken word activities can be relayed accurately loudly or quickly.