Senior HR Generalist

For over four decades, PAR Technology Corporation (NYSE: PAR) has been a leader in restaurant technology, empowering brands worldwide to create lasting connections with their guests. Our innovative solutions and commitment to excellence provide comprehensive software and hardware that enable seamless experiences and drive growth for over 100,000 restaurants in more than 110 countries. Embracing our "Better Together" ethos, we offer Unified Customer Experience solutions, combining point‑of‑sale, digital ordering, loyalty and back‑office software solutions as well as industry‑leading hardware and drive‑thru offerings. To learn more, visit partech.com or connect with us on LinkedIn, X (formerly Twitter), Facebook, and Instagram. Position Description The Sr. HR Generalist is a frontline people partner embedded in PAR’s People Operations team, supporting managers and employees across a multi‑state, North America workforce. This role is the day‑to‑day point of contact for employee experience, employee relations, and performance management — ensuring people practices are applied consistently, equitably, and in alignment with PAR policy and applicable employment law. The Sr. HR Generalist works closely with People Strategy Partners on organizational effectiveness and escalated matters, and with People Experience & Digital Partners to drive adoption of people programs and tools. Position Location Hybrid - New Hartford, NY & Syracuse Reports To Regional Manager, People Operations - Americas What We’re Looking For 4-7 years of progressive HR experience spanning employee relations, performance management, and HR generalist functions. Working knowledge of U.S. federal and multi‑state employment law (TitleVII, ADA, FMLA, FLSA). Demonstrated ability to advise managers on employee situations, policy interpretation, and workplace concerns with sound, independent judgment. Experience conducting or supporting workplace investigations and documenting findings in a clear, objective manner. Strong coaching and communication skills; comfortable facilitating conversations with employees and managers at all levels. Proficiency with HRIS and case management platforms (ADP, Freshservice, or equivalent). Bachelor’s degree in human resources, Business Administration, or a related field, or equivalent combination of education and experience. Additional Skills SHRM‑CP, PHR, or equivalent HR certification is a plus, but not required. Experience supporting HR in a global SaaS, technology, or high‑growth organization is a plus, but not required. Experience supporting sizable non‑exempt populations is also a plus. Familiarity with HR case management practices and SLA‑driven service delivery models is a plus, but not required. Experience working within a tiered HR model is a plus, but not required. Employee Experience Serve as an accessible, visible HR resource for employees and managers, contributing to a positive, inclusive workplace culture across PAR’s North America footprint. Support meaningful employee lifecycle moments—onboarding, role changes, leaves of absence, and offboarding—ensuring a consistent and engaging experience. Facilitate awareness and adoption of People programs, including engagement surveys, recognition initiatives, and policy updates. Identify and elevate emerging organizational trends, culture signals, or workforce risks to People Strategy Partners in a timely manner. Employee Relations Act as the first point of contact for employee concerns, workplace conflicts, and HR policy questions, providing timely, objective, and empathetic guidance. Conduct and document preliminary investigations into employee relations matters; partner with legal counsel and senior HR on complex or sensitive cases. Interpret and consistently apply HR policies in accordance with applicable federal, state/provincial, and local employment laws across U.S. and Canadian jurisdictions. Maintain accurate case records in PAR’s HR case management system and contribute to trend reporting to proactively surface recurring issues. Performance Management Support managers through all stages of the performance cycle—including goal‑setting, mid‑year check‑ins, and year‑end reviews—ensuring consistency and fairness across the business. Guide the development of performance improvement plans (PIPs) and coaching documentation, balancing manager support with employee due process. Provide coaching to managers on delivering effective feedback, building team capability, and navigating difficult conversations. Partner with People Strategy Partners on talent reviews and organizational effectiveness discussions aligned to business unit needs. People Operations & Program Delivery Deliver seamless HR operations and maintain the integrity of our people systems and processes. Support key People programs, including compensation cycles, engagement initiatives, and leave administration. Drive continuous improvement by finding smarter, more effective ways to support employees and managers. AI Integration Beginning in FY2026, all roles at PAR Technology are expected to incorporate AI into day‑to‑day responsibilities. Leverage AI tools to streamline HR case documentation and accelerate the development of manager coaching resources and communications. Interview Process Interview#1: Video screen with Talent Acquisition Team. Interview#2: Video interview with the Hiring Manager (via MS Teams). Interview#3: Video interview with the Head of Global People Operations (via MS Teams). PAR is proud to provide equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. We also provide reasonable accommodations to individuals with disabilities in accordance with applicable laws. If you require reasonable accommodation to complete a job application, pre‑employment testing, a job interview or to otherwise participate in the hiring process, or for your role at PAR, please contact View email address on click.appcast.io. If you’d like more information about your EEO rights as an applicant, please visit the US Department of Labor’s website. Compensation Range: $80K - $95K #J-18808-Ljbffr