People Generalist (6-Month Fixed Term)

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 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. Run phone screens and provide clear, evidence-based recommendations to hiring managers. Keep the ATS clean — accurate dispositions, current pipeline stages, and complete candidate records. Manage the candidate experience — timely follow-up, clear next steps, and a professional close for every candidate, whether or not they advance. 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. Serve as the new hire's first point of contact for questions about policy, benefits enrollment, and getting set up. Track completion of required new hire documentation and follow up on anything outstanding. Employee file audits Audit employee files against a documentation checklist — identify missing, incomplete, or misfiled records and close the gaps. Verify required documentation is present and current, including I-9s, signed policy acknowledgments, and handbook agreements. Maintain records in accordance with retention requirements and Wheel's data handling standards, escalating discrepancies rather than resolving them independently. Produce a summary of audit findings and remaining gaps at the end of the engagement. Job description development Write and refresh job descriptions across departments, working from hiring manager input and existing role documentation. Standardize format and language so postings are consistent, accurate, and inclusive. Partner with hiring managers to pin down scope, requirements, and must-have versus nice-to-have criteria. Ensure descriptions accurately reflect essential functions and align to the correct classification and leveling, flagging anything that needs review. HR administration Maintain accurate employee data in the HRIS (BambooHR) — new hires, changes, and terminations. Process routine employee lifecycle transactio