Senior HR Generalist

Pay or shift range: $65,000 USD to $89,000 USD The listed pay range represents a good faith estimate of the compensation for this position. Final compensation offers are determined based on a variety of factors, including but not limited to the candidate’s skills, experience, geographic location, qualifications, and other job‑related considerations. Description People are at the center of everything we do. As our Senior HR Generalist, you'll help shape the employee experience from recruitment and onboarding to employee relations, coaching, compliance, and organizational support. You'll partner closely with leaders, serving as a trusted advisor to guide managers through workplace challenges, manage employee relations, and help drive HR initiatives that support business success. If you're an experienced HR professional who values both compliance and people, we'd love to meet you. The ideal candidate has 7+ years of HR experience, strong knowledge of employment law, excellent communication skills, and a commitment to delivering practical, people-focused solutions. Position Summary : The Senior HR Generalist delivers hands‑on support across all HR functions, including recruiting, employee relations, performance management, compliance, and HR operations. This role partners with managers and employees, leads investigations, supports onboarding and training, and contributes to HR projects and policy development. The Senior HR Generalist ensures consistent HR practices and helps maintain a positive, compliant, and high‑performing workplace. Essential Functions Manage the full life cycle of recruiting for all role levels, including sourcing, screening, interviewing, and hiring‑related administrative tasks. Create new and revise existing job descriptions to ensure accuracy and alignment with organizational needs. Research market‑competitive salary ranges and coordinate approvals by the Chief Administrative Officer. Serve as a trusted advisor across the organization; proactively meet and engage with all position levels and departments, providing both strategic and tactical day‑to‑day guidance, including policy interpretation and compliance. Manage employment‑related inquiries from applicants, employees, and supervisors, escalating complex or sensitive issues as appropriate. Collaborate with department managers to understand business goals and align HR strategies to support workforce needs. Manage employee relations issues, including coaching and advising managers, conducting fact‑finding meetings, mediating conflict, and supporting corrective actions. Lead and document investigations; prepare responses to legal claims and represent the company in unemployment and EEOC matters, in coordination with the Director of HR. Facilitate investigations, disciplinary actions, and terminations to ensure fair and consistent policy application. Maintain accurate, confidential, and audit‑ready employee records, including hiring and disciplinary documentation, job and compensation changes, and employment status updates. Proactively review and analyze HR data to identify turnover patterns, staffing trends, and organizational health indicators, providing insights to drive decision‑making. Ensure compliance with applicable federal, state, and local employment laws and regulations. Regular, reliable, and predictable attendance. Marginal Functions Develop and maintain trusted relationships with leaders to improve engagement, retention, and organizational effectiveness. Partner with management to define required skills and competencies for open roles. Support onboarding and orientation to promote strong early engagement and retention. Assist in administering new‑hire benefits and resolving benefit‑related inquiries. Conduct training sessions on candidate selection, interviewing, performance management, leadership, and soft‑skills development. Contribute to workforce planning and forecasting by maintaining an understanding of organizational talent needs. Monitor trends such as turnover, attendance, staffing, and engagement to identify risk and opportunities. Provide guidance and execution of the performance management process. Streamline and manage offboarding process and conduct exit interviews if applicable. Recommend and implement improvements to HR processes, policies, and programs to enhance service delivery and operational efficiency. Assist the Director of HR with policy development, implementation, and special projects. Assist in processing semi‑monthly and special payrolls in rotation with the HRIS and Payroll Manager. Provide backup support for benefits administration and payroll processing as needed. Maintain compliance with and adhere to all state and federal regulations and Bank policies and procedures, including, but not limited to Bank Secrecy Act, SAR, CTR, FACT ACT, Community Reinvestment Act, EEO, and fair employment practices. Other duties, responsibilities, and activities may change or be assigned at any time. Minimum Educational & Experience Requirements Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience SPHR, PHR, SHRM‑SCP, or SHRM‑CP required 7+ years of progressive HR experience, with significant responsibility for recruitment, employee relations, workplace investigations, benefits administration, and payroll processing (multi‑state preferred) Experience supporting organizational change, restructures, or business transformation initiatives Experience supporting multi‑state employee populations Experience supporting or developing HR programs such as onboarding, performance management, or training Experience using HRIS platforms such as UKG, Paycom, or similar systems Experience partnering directly with operational leaders across multiple locations Working knowledge of federal, state, and local employment laws Minimum Skill Requirements Strong initiative and the ability to work independently with minimal supervision Proven ability to manage multiple priorities in a fast‑paced environment Strong analytical skills with the ability to use workforce data to guide decisions; excellent problem‑solving and critical‑thinking skills Strong verbal and written communication skills, with the ability to influence, coach managers, and communicate clearly with employees at all levels Proficiency with relevant software, systems, and HR technologies, including the ability to generate relevant reports used to analyze workforce data High emotional intelligence, integrity, professionalism, and discretion when handling sensitive situations and confidential information Strong interpersonal, negotiation, and conflict‑resolution skills Exceptional attention to detail with strong organizational and documentation abilities Continuous improvement mindset with the ability to simplify HR processes and improve service delivery Physical Demands In terms of an 8‑hour workday, “occasional” equals 1% to 33%, “frequent” equals 34% to 66% and “continuous” equals 67% to 100%. However, some duties are performed monthly, annually or sporadically throughout the year and are essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions of the position, if the accommodation does not impose an undue hardship that would require significant difficulty or expense. Continuous stationary position, particularly, but not limited to, at a desktop computer Continuous repetitive use of hands/arms; particularly concerning to typing, writing, phone and computer use Continuous communication: verbal and written, in‑person, phone and electronic Office environment; remote and hybrid flexibility if determined by management Occasional travel to other locations Qualifications Education Preferred Bachelors or better in Human Resource Administration or related field. Experience Preferred 7+ years of progressive HR experience, with significant responsibility for recruitment, employee relations, workplace investigations, benefits administration, and payroll processing (multi‑state preferred) Experience supporting organizational change, restructures, or business transformation initiatives Experience supporting multi‑state employee populations Experience supporting or developing HR programs such as onboarding, performance management, or training Experience using HRIS platforms such as UKG, Paycom, or similar systems Experience partnering directly with operational leaders across multiple locations Working knowledge of federal, state, and local employment laws Licenses & Certifications Required Prof in HR Sr Prof in HR Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr Primis-Bank