Human Resources Generalist

The Company  
At Spartan Investment Group our mission is to improve lives through our values. We do this by finding value-add and opportunistic investments offering solid returns to our investors. Providing an opportunity to grow for our partners and creating lasting wealth for everyone with whom we conduct business is how we make our greatest contribution.   
We specifically focus on self-storage projects capitalizing on amazing deals in other asset classes. In 2021, we were listed as the 5th fastest growing real estate company in the US and joined the list of the top 100 owners of self-storage. We are members of the Inc. 5000 fastest-growing private companies in America and in 2023 we were #13 in Denver Business Journals list of top places to work.   

Mission 

The HR Generalist supports the day-to-day HR operations across Spartan Investment Group and its subsidiaries, ensuring employees and leaders receive accurate, timely, and consistent HR support. This role owns and supports core HR functions including payroll, benefits administration, onboarding, offboarding, compliance, performance management, training, and employee records. 

The HR Generalist will also help strengthen and scale HR infrastructure as the organization grows by identifying gaps, improving workflows, documenting processes, and building practical solutions. Success in this role requires strong ownership, attention to detail, adaptability, and the ability to independently manage multiple HR priorities in a fast-paced environment. 

Key Performance Indicators 

• HR Operations & Service: Timely and accurate execution of recurring HR processes and responsive support for employees and managers. 
• Payroll & Benefits Administration: Accurate and timely administration of payroll, employer tax reconciliations, benefits, employee changes, and related records with little to no errors.  
• HR Compliance: On time of completion of all reporting and filing requirements. 
• Employee Lifecycle Management: Effective administration of onboarding, employee changes, performance processes, leave administration, and offboarding. 
• HR Process Improvement: Continued improvement and documentation of HR processes, systems, policies, and employee resources. 

Outcomes 

• Payroll Administration: Process bi-weekly and semi-monthly payroll by established deadlines while maintaining at least 99% accuracy, with identified discrepancies investigated and resolved promptly. 

• Benefits & Employee Changes: Complete at least 100% of benefits enrollments, qualifying life events, leave documentation, status changes, and other employee transactions within established internal or carrier deadlines. 

• HR Support: Acknowledge at least 95% of routine employee and manager HR inquiries within one business day, providing a resolution or clear next step within two business days when additional research is required. 100% address in no more than 48 hours. 

• HR Records & Data Integrity: Maintain at least 98% accuracy and completeness across employee records, HRIS data, required employment documentation, and training records, with identified discrepancies corrected within five business days. 

• Onboarding: Maintain at least 95% on-time completion of HR-owned onboarding activities, ensuring new hires receive required documentation, assignments, and resources according to established onboarding timelines. 

• Offboarding: Complete at least 95% of HR-owned offboarding activities within established timelines, including separation documentation, benefits and payroll updates, system notifications, equipment or property follow-up, and required post-employment communications. 

• Performance, Training & Recognition Programs: Maintain at least a 95% on-time completion rate for HR-owned performance management, required training, employee recognition, and development program milestones. 

• HR Compliance: Conduct quarterly reviews of assigned HR compliance requirements, addressing identified gaps and completing required updates, filings, notices, and other HR-owned compliance activities within applicable deadlines. 

• Process Improvement: Implement or meaningfully improve at least one HR process, SOP, workflow, or employee resource per quarter to improve efficiency, accuracy, consistency, or employee experience. 

Competencies 

• Ownership: Takes responsibility for work from identification through completion, proactively following up and addressing gaps without requiring constant direction. 

• Organization: Effectively manages multiple deadlines, recurring processes, employee changes, and competing priorities. 

• Attention to Detail: Maintains a high degree of accuracy when handling payroll, benefits, employee records, compliance documentation, and HR system data. 

• Communication: Communicates HR information clearly, professionally, and appropriately with employees and leaders at all levels of the organization. 

• Problem Solving: Identifies issues, evaluates available information, and develops practical solutions that balance employee needs, business requirements, and established policies. 

• Adaptability: Learns quickly, navigates changing priorities, and remains effective as processes, systems, and organizational needs evolve. 

Qualifications 

• Bachelor’s degree in Human Resources, Business Administration, or a related field required. 

• 5+ years of progressive HR experience with hands-on responsibility across multiple HR functions. 

• Working knowledge of US federal and state employment laws and HR compliance requirements. 

• Experience with payroll, benefits administration, onboarding, offboarding, performance management, and other core HR operations. 

• Proficiency with HRIS platforms and Microsoft Office, including Excel, with the ability to quickly learn new HR technologies and systems. 

Remote Work Requirements  

• Dedicated home office or professional remote work environment.   

• Reliable high-speed internet connection capable of supporting video conferencing and daily business operations. 

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