Human Resources Generalist (Remote) — Roles at AI Labs, Tech Startups, and Vendors

Human Resources Generalist is the core People Operations entity responsible for employee relations, benefits administration, payroll coordination, compliance, and talent processes across distributed teams. This page curates human resources generalist remote jobs designed for high-growth operations, including AI/ML training organizations where HR supports RLHF programs, data labeling teams, prompt evaluation workflows, content safety labeling, and LLM training pipelines. Explore and apply on Rex.zone to join AI labs, tech startups, BPOs, and annotation vendors. Whether full-time, contract, or freelance, our remote HR generalist roles align policy, people, and performance to improve training data quality, annotation guidelines compliance, and overall workforce outcomes.

About the Role

As a remote Human Resources Generalist, you will manage the full employee lifecycle—onboarding, policy development, leave and benefits administration, performance cycles, and HRIS hygiene—while partnering with business leaders to maintain compliant, scalable People Ops. Within AI/ML training contexts, HR generalists support complex shift-based labeling teams, multilingual workforce coordination, vendor onboarding, contractor compliance (W-2 vs 1099), and cross-border payroll through EOR or PEO. You will collaborate with Trust & Safety, Quality Assurance, and Ops program managers to reinforce standards that underpin annotation accuracy, content safety labeling, and large language model evaluation. Your work ensures the people systems behind model performance improvement are equitable, compliant, and efficient.

Who Thrives Here

Professionals who balance empathy with analytical rigor, understand multi-state and international labor law fundamentals, and are fluent in HRIS workflows thrive in these human resources generalist remote jobs. Strong candidates are proactive problem-solvers who can triage employee relations issues, configure HRIS for data integrity, and support hiring managers with structured interview plans. In AI labs and data operations, you will partner with program leads to calibrate performance management for high-volume teams, design fair incentive policies that reinforce annotation guidelines, and streamline contractor onboarding for rapid project ramp-ups. If you are comfortable translating policy into practice across distributed teams, this remote HR role is for you.

Employment Types and Work Styles

We list flexible human resources generalist remote jobs to fit your career stage and lifestyle: remote, contract, freelance, full-time, and part-time. We post entry-level opportunities for recent grads or career-changers, as well as senior roles overseeing multi-country HR operations. Employers range from AI labs and research institutes to venture-backed tech startups, BPOs delivering content moderation and data labeling at scale, and annotation vendors running RLHF and prompt evaluation programs. Many roles are asynchronous-first with core overlaps; others support 24/7 coverage across regions for content safety or global labeling operations.

Core Responsibilities

Day to day, HR generalists in remote environments balance compliance, enablement, and efficiency. Expect to: manage onboarding and offboarding (checklists, provisioning, background checks, e-signatures); maintain HRIS and ATS data quality (org charts, job levels, compensation bands, reporting); coordinate multi-state payroll and benefits administration; handle leave management (FMLA, ADA accommodations, parental leave, PTO audits) and worker classification; support employee relations, workplace investigations, documentation, and corrective action plans; partner with managers on performance management cycles, goal-setting (OKRs), and calibrations; develop and update employee handbooks, SOPs, contractor playbooks, and training for policy awareness; assist with talent acquisition: job descriptions, structured interviews, and DEI-aligned hiring; support vendor and contractor onboarding for data labeling, RLHF, and content safety operations; and contribute to HR analytics and workforce planning—turnover, time-to-fill, engagement, cost per hire, and quality of hire.

Skills and Tools

Successful candidates demonstrate: HR fundamentals (employment law basics, wage and hour, anti-harassment, EEO, ADA, FMLA, GDPR/CCPA awareness); HRIS proficiency (BambooHR, Rippling, Gusto, Deel, HiBob, Workday) and ATS familiarity (Greenhouse, Lever); benefits administration and multi-state payroll coordination; employee relations case management and investigative rigor; change management, policy drafting, and enablement; analytical skills using spreadsheets and HR analytics dashboards; clear documentation and remote collaboration (Slack, Notion, Confluence, Google Workspace); familiarity with operations for NLP, computer vision annotation, and content moderation is a plus; an understanding of training data quality, annotation guidelines compliance, and LLM training pipelines; and certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are valued.

AI/ML Operations Context

In AI data operations, HR generalists anchor workforce stability so that model training programs can scale. You will help design scheduling and shift coverage for RLHF raters and content safety labelers, align compensation and bonus plans to quality metrics without incentivizing metric gaming, and ensure fair escalation and appeals processes for QA disputes. You will partner with operations to define role matrices and career frameworks for annotators, reviewers, and QA leads, and support cross-border compliance via EOR/PEO and localized benefits. Your work improves annotation throughput, model performance feedback loops, and adherence to responsible AI guidelines, ultimately supporting safer, higher-quality AI systems.

Entry-Level to Senior Pathways

For entry-level candidates, human resources generalist remote jobs often emphasize onboarding coordination, HRIS data hygiene, ticket triage, and benefits administration support. Mid-level roles expand into employee relations, performance management, and owning compliance calendars. Senior generalists or People Ops partners own multi-country policies, manager coaching, HR analytics storytelling, and program design for distributed labeling and moderation teams. Career growth can lead to HR Business Partner, People Operations Lead, or Compliance & Policy roles overseeing multiple programs and vendor ecosystems.

Compensation and Contracts

Compensation varies by geography, seniority, and employer type. Typical ranges: entry-level $55,000–$75,000 base; mid-level $75,000–$95,000; senior $95,000–$125,000+; contractor rates $35–$70/hour. Vendors and BPOs may offer variable pay tied to SLAs and quality outcomes, while AI labs and startups often include equity or performance bonuses. Rex.zone listings clearly indicate pay transparency when provided and outline benefits such as health insurance, retirement plans, stipends for remote work, and professional development budgets for SHRM or PHR certifications.

How to Apply on Rex.zone

Rex.zone is your navigational hub to discover, compare, and apply to human resources generalist remote jobs. Filter by remote-only, contract or full-time, entry-level or senior, and domain contexts such as NLP, computer vision, content safety, or LLM training. Each listing includes role scope, tool stack, employment type, and application steps. Create a profile to receive alerts for HR generalist openings across tech startups, AI labs, BPOs, and annotation vendors. Submit tailored resumes highlighting multi-state compliance, HRIS expertise, and experience supporting high-volume operations.

What Hiring Managers Look For

Hiring managers prioritize signal over noise: clear examples of policy implementation, ER case handling, and outcomes you influenced. Show how you automated HRIS workflows, reduced time-to-onboard, improved benefits accuracy, or strengthened manager enablement. For AI/ML-aligned organizations, highlight contributions to content safety or data labeling programs, such as refining onboarding for RLHF raters, introducing QA-aligned incentives, or stabilizing contractor churn during peak projects. Quantify impact—reduced compliance incidents, improved annotation throughput, or higher quality scores—while demonstrating empathy, confidentiality, and ethical judgment.

Remote-First Culture

These human resources generalist remote jobs prioritize clarity, documentation, and asynchronous collaboration. Expect well-defined SOPs, shared knowledge bases, recurring manager training, and channels for anonymous feedback. HR generalists model remote excellence by maintaining structured operating rhythms: weekly policy office hours, monthly compliance reviews, and quarterly engagement surveys tied to action plans. You will facilitate fair, predictable processes that make distributed work sustainable for both employees and contractors.

Search Modifiers and Role Variants Covered

Our listings include: remote, contract, freelance, full-time, part-time, entry-level, mid-level, senior; domain contexts: NLP, computer vision, content safety, LLM training; employer types: AI labs, tech startups, BPOs, annotation vendors; role variants: HR Generalist, People Operations Generalist, HR Business Partner (generalist scope), HR Operations Specialist, Global HR Generalist.

Frequently Asked Questions

Q: What is a remote Human Resources Generalist?
An HR Generalist manages core People Ops—onboarding, benefits administration, payroll coordination, compliance, employee relations, and HRIS data—across distributed teams. In AI/ML operations, they support RLHF raters, data labeling programs, prompt evaluation projects, and content safety labeling with policy and workforce structure.
Q: Which employers hire HR generalists on Rex.zone?
AI labs, tech startups, BPOs, and annotation vendors running NLP, computer vision, and LLM training pipelines. Roles include remote, contract, freelance, full-time, entry-level, and senior positions.
Q: What skills should I highlight to stand out?
Multi-state compliance, benefits administration, HRIS proficiency, employee relations case handling, and measurable outcomes (reduced onboarding time, improved data quality via better workforce policies). Certifications like SHRM-CP/PHR help, as do examples supporting training data quality and annotation guidelines compliance.
Q: What tools are commonly used?
HRIS (BambooHR, Rippling, HiBob, Workday), payroll (Gusto, Deel), ATS (Greenhouse, Lever), knowledge bases (Notion, Confluence), and analytics (Google Sheets, Looker).
Q: What are typical salary ranges?
Entry-level: USD 55k–75k; mid-level: 75k–95k; senior: 95k–125k+. Contract roles: USD 35–70/hour. Pay varies by region, seniority, and employer type.
Q: How do these roles relate to AI/ML workflows?
HR generalists build compliant, efficient workforce systems for data labeling and RLHF operations, enabling higher training data quality, consistent performance management, and safer content policies for LLM training pipelines.
Q: Are there part-time or freelance opportunities?
Yes. Many employers hire contract or freelance HR generalists for surge hiring, policy projects, or global onboarding initiatives.

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