Human Resources Generalist

About Neovance

At Neovance, we’re transforming the patient experience by driving better outcomes through compassion, innovation, and operational excellence. With more than 30 years of experience partnering with the biopharmaceutical industry, we deliver agile, technology-enabled patient access solutions that help people start and stay on therapy.

Our expertise spans HUB services, patient assistance programs, field reimbursement, nursing, and non-commercial pharmacy - each designed to remove barriers to care and ensure patients receive the therapies they need when they need them.

Guided by our values of Agility, Integrity, Tenacity, Unity, and Quality, we work as one Neovance team to optimize access, enhance adherence, and make a meaningful impact, one patient at a time.

Role Overview 

The HR Generalist is responsible for providing day-to-day HR support across the employee lifecycle, with a primary focus on U.S.-based employees and managers. This role serves as a key functional HR resource for employee relations intake, leave and accommodation coordination, policy interpretation, performance support, employee lifecycle transactions, and manager coaching.

This role is intended to create dedicated generalist capacity for high-judgment, human-in-the-loop HR work while also helping HR operate in a more scalable, proactive, and employee-centered way. The HR Generalist should not simply answer questions as they come in; they should identify patterns, anticipate employee and manager needs, recommend process improvements, and help use AI, automation, self-service, and better documentation to improve the employee experience.

The ideal candidate can balance practical HR execution with critical thinking, business judgment, and a continuous improvement mindset. This person should be able to see around corners, recognize recurring friction points, and help turn employee requests into better processes, clearer ownership, and more scalable HR support.

Summary of Responsibilities 

Employee Lifecycle & HR Support

• Triage and respond to HR inbox requests while identifying patterns, recurring issues, and opportunities to improve the employee or manager experience.
• Look beyond the immediate question to understand root cause, process gaps, and potential downstream impacts.
• Recommend improvements to response templates, SOPs, workflows, and self-service resources based on recurring employee and manager needs.
• Use AI tools, where appropriate and approved, to improve response consistency, summarize trends, draft employee-facing content, document process steps, and support faster knowledge sharing.
• Help convert one-off HR questions into repeatable resources, process improvements, and scalable case management practices.

Employee Relations & Manager Support

• Provide first-line employee relations intake and support for routine employee concerns, performance issues, policy questions, and manager guidance.
• Coach managers on documentation expectations, performance conversations, corrective action processes, and employee communication.
• Escalate complex employee relations matters, sensitive employee issues, higher-risk decisions, or potential legal concerns to HR leadership and/or Legal as appropriate.
• Support performance management activities, including documentation review, manager preparation, follow-up tracking, and process consistency.
• Help ensure employee relations matters are handled consistently, confidentially, and in alignment with company practices.

Leave, Accommodation & Benefits Coordination

• Support leave of absence, accommodation, and return-to-work coordination in partnership with employees, managers, brokers, third-party administrators, Payroll, Legal, and HR leadership.
• Help managers understand leave status, work restrictions, accommodation considerations, and related process steps.
• Coordinate with brokers and benefit vendors as needed to resolve employee benefit questions, escalations, and process issues.
• Partner with Payroll and external partners to help resolve employee pay, benefit, or leave-related questions.
• Maintain appropriate documentation and escalate complex or high-risk leave/accommodation matters to HR leadership, Legal, or appropriate external partners.
• Ensure employee and manager communications are clear, timely, and consistent.

Policy, Compliance & Process Support

• Interpret and apply HR policies, procedures, and employment practices to support consistent employee and manager guidance.
• Support compliance-related HR processes, including documentation, employee file maintenance, required notices, and process tracking.
• Help create and maintain SOPs, response templates, manager guides, and backend administrative steps to reduce single points of failure.
• Support future HR case management processes by documenting intake categories, workflows, ownership, and escalation paths.
• Partner with HR leadership to identify opportunities to simplify processes,

Employee Experience, Insights & AI Optimization

• Identify trends in employee and manager requests and translate those insights into recommendations that improve HR service delivery.
• Use HR case volume, employee questions, manager feedback, and process pain points to help identify opportunities for automation, self-service, simplification, or improved communication.
• Leverage AI tools, where appropriate, to support drafting, documentation, knowledge management, case categorization, process mapping, and employee-facing content.
• Partner with HR leadership to improve the employee experience by making HR support easier to access, easier to understand, and more consistent across the organization.
• Help build and maintain HR response libraries, SOPs, toolkits, FAQs, and manager guides to reduce ad hoc responses and single points of failure.
• Think critically about how HR processes impact the business, managers, and employees, and proactively recommend ways to improve efficiency, clarity, and consistency.
• Support HR technology and process improvement efforts by identifying where manual work can be reduced and where human judgment should remain central.
• Balance automation with high-touch support by ensuring AI and self-service are used for lower-complexity work while preserving HR judgment for sensitive or complex employee matters.

 Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred. Equivalent work experience may be considered in lieu of education.
• Minimum of 5 years of progressive HR generalist or HR business partner experience.
• Experience supporting U.S.-based employees and managers required.
• Experience with leave of absence, accommodations, employee relations intake, performance management, and employee lifecycle support required.
• Experience working with brokers, benefit vendors, third-party administrators, payroll partners, or external HR vendors preferred.
• Experience in a remote, multi-state, multi-location, or global organization preferred.
• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred but not required.

 Required Skills

• Strong HR judgment and ability to handle sensitive employee matters with confidentiality and professionalism.
• Strong understanding of U.S. HR practices, employee relations, leave/accommodation processes, and employee lifecycle support.
• Ability to coach managers through routine employee relations, performance, and documentation matters.
• Strong written and verbal communication skills.
• Ability to balance empathy, consistency, compliance, and business needs.
• Strong attention to detail and follow-through.
• Ability to manage multiple priorities in a fast-paced environment.
• Strong problem-solving skills and ability to identify process improvement opportunities.
• Comfortable working independently while knowing when to escalate.
• Ability to work with external partners, including brokers, benefit vendors, third-party administrators, and legal or compliance resources.
• Experience with HRIS platforms, case tracking tools, Microsoft Office, Teams, and HR reporting tools preferred.

 Physical Demands / Work Environment

• Hybrid: Must reside within a reasonable driving distance of our Lake Mary, FL operation for occasional on-site support.
• Role supporting primarily U.S.-based employees and managers.
• Flexibility may be required to support urgent employee matters, manager needs, time-sensitive HR issues, or global HR coverage needs.
• Other occasional travel may be required for team meetings, employee relations matters, or business needs.

Compensation & Benefits:

All job offers are determined based on a candidate’s location, skills and prior relevant experience, applicable degrees/certifications, as well as internal equity and market data.

Regular, full-time, or part-time employees working 30 or more hours per week are eligible for comprehensive benefits including:

• Medical, Dental, and Vision coverage
• Life Insurance
• Short- and Long-Term Disability
• 401(k) with a 5% company match with immediate vesting
• Personal Time Off (PTO) or Flexible Time Off (FTO)
• Company bonus where applicable

Neovance conducts all official hiring processes exclusively through verified channels. We do not extend employment offers or confirm hiring decisions based solely on email communication. We encourage you to be vigilant against fraudulent hiring messages—especially those offering unusually high pay, requesting personal information early in the process, or claiming to extend an offer without an interview.  For a full list of our job openings visit our career page.

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