Back to jobs
New

Generalist, People Operations

Commercial Point, OH

Who We Are

Babylist is the trusted platform for millions of growing families. For over a decade, Babylist has been the technology solution for expecting parents and the community that supports them, expanding from baby registry into a full-service platform that helps parents make decisions with confidence, stay connected, and build happy and healthy families. Every year Babylist helps over 9M people make purchases through its registry, app, ecommerce shop, and comprehensive product guides. The Babylist ecosystem now includes Babylist Health, which provides access to products and services including insurance-covered breast pumps, Expectful, a new voice in health and wellness for pre-pregnancy through postpartum care, and The Push, a branded content studio that works with the biggest companies in the baby space. With over 59M monthly pageviews and 1.2M TikTok followers, Babylist is a generational brand leading the $88 billion baby product industry. To learn about Babylist’s registry options, editorial content, and more, visit www.babylist.com

Our Ways of Working

Our Fulfillment Center team works on-site to support our physical operations and plays a vital role in delivering the Babylist experience.

Our partner teams are distributed remotely across the U.S., Canada, and Mexico. To foster strong relationships, we meet in person at least twice a year—once as a company and once within our departments. Whether in person or remote, we show up consistently, stay focused on our purpose, and deliver results—together, from anywhere.

What the Role Is

As an HR Generalist embedded in our Commercial Point, OH Fulfillment Center, you will serve as a trusted partner to our hourly workforce and supervisors, delivering hands-on support across employee relations, onboarding, compliance, and people programs. This is a dynamic, front-line role for someone who thrives in fast-paced environments, thinks on their feet, and is passionate about fostering a consistent, people-centered employee experience.

You’ll play a key role in ensuring operational excellence while acting as a liaison between our frontline teams and the broader People Operations strategy. This is a great opportunity for an HR professional looking to deepen their generalist experience, build strong relationships on the ground, and grow into a more strategic role over time as the function evolves from reactive to proactive support.

In order to support employees on all three shifts we operate, this role will work a non-traditional schedule. You will be expected to be onsite 5 days per week Monday-Friday or Sunday-Thursday from either 1:00pm- 9:30pm or 4:00am- 12:30pm, or similar schedule to be discussed.

Who You Are

  • Confident and calm under pressure – you can assess urgency, make informed decisions in real time, and help de-escalate when needed
  • Organized and detail-oriented – you take pride in keeping things clean, accurate, and well-documented
  • Proactive problem solver – you get curious about the “why,” not just the “what,” and seek long-term solutions
  • Empathetic and objective – you remove personal bias, listen actively, and support people through both onboarding and difficult conversations
  • Adaptable – you're comfortable in an environment that will evolve over time and can flex your approach to meet changing needs
  • Growth-minded – you're eager to learn, take on stretch projects, and contribute beyond your immediate scope.
  • Strong communicator – you can translate policy into approachable guidance for both warehouse staff and corporate stakeholders.

How You Will Make an Impact

  • Be a visible, onsite HR presence and first point of contact for employee relations concerns, benefits questions, and day-to-day HR support
  • Support fulfillment supervisors in navigating policies and holding team members accountable in a fair and consistent way
  • Help communicate and enforce policies such as attendance, corrective action, and safety protocols
  • Lead onboarding presentations and ensure a consistent and welcoming new hire experience
  • Manage administrative processes for leaves of absence, ADA accommodations, and workers’ compensation, partnering with senior HR as needed
  • Conduct monthly audits of employee data in Paylocity to ensure accuracy and compliance
  • Participate in preliminary investigations and escalate complex matters to senior HR partners
  • Collaborate on side projects such as reviewing off boarding processes, recommending improvements, or supporting employee feedback loops
  • Help support training and implementation of Babylist people programs (e.g., performance, recognition, onboarding support).
  • Potential to support future phases of payroll process oversight
  • Ensure accurate and timely documentation of employee files and compliance-related tasks

 Why You Will Love Working At Babylist

  • We invest in the infrastructure you’ll need to be supported and successful
  • We build products that have a positive impact on millions of people’s lives
  • We work at a sustainable pace which means work/life balance is a real thing here
  • We believe technology and data can solve hard problems 
  • We believe in exceptional management 
  • We offer competitive pay and meaningful opportunities for career advancement
  • We have great benefits like company paid medical, dental, and vision
  • We care about employee wellbeing with perks for physical, mental and emotional health, parenting, childcare, and financial planning

Babylist takes a market-based approach to pay that is competitive and aligns with industry standards. 

The estimated pay range for this role is $79,680.00- $102,500.00

In addition, Babylist offers equity, bonus, and benefits, including company paid health, dental and vision insurance, 401(k) matching, flexible spending account, and paid leave (including PTO and parental leave) in accordance with our applicable plans and policies.

 

SMS Consent: As part of our hiring process, Babylist may offer the option to receive text message updates about your application and interview scheduling. You will have the opportunity to opt in or out of SMS communications later in the application process. Choosing not to receive SMS messages will not affect your application status, and communication will continue via email or phone. Message and Data Rates may apply. You can STOP messaging by sending STOP and get more help by sending HELP. To view our Privacy Policy, please visit https://www.babylist.com/privacy.

IMPORTANT NOTICE: Our company takes the security and privacy of job applicants very seriously. We will never ask for payment, bank details, or personal financial information as part of the application process. All of our legitimate job postings can be found on our official career site. Please be cautious of job offers that come from non-company email addresses (@babylist.com), instant messaging platforms or unsolicited calls.

Create a Job Alert

Interested in building your career at Babylist? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...
Select...
Select...
Select...
Select...

Shifts may fall within the following timeframes:
Early Morning: 4:00 AM – 12:30 PM
Afternoon/Evening: 1:00 PM – 9:30 PM
Other similar shifts as discussed

Which shift schedule are you most available for?

Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Babylist’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.