HR Generalist

Defy Security is a fast-growing cybersecurity company helping enterprises nationwide reduce complexity and make smarter security decisions. We bring deep technical expertise and a vendor-neutral approach to ensure our customers get the right solutions — every time. Our culture, certified as a Great Place to Work®, values teamwork, innovation, and people who take initiative. If you’re looking for a place where you can grow and make a meaningful impact, we’d love to meet you. The HR Generalist serves as a key day-to-day partner to the Senior Human Capital Strategist, supporting the full employee lifecycle and helping ensure HR priorities are executed effectively across the business. This role combines hands-on HR administration with proactive employee and manager support, program coordination, and ownership of recurring HR processes. The successful candidate will be a resourceful, highly organized HR professional who takes initiative, anticipates needs, exercises sound judgment, and independently drives work through completion. The HR Generalist will manage routine HR matters and operational priorities with limited day-to-day direction, escalating more complex or sensitive matters appropriately. By taking ownership of day-to-day HR activities, follow-up, and execution, this role enables the Senior Human Capital Strategist to focus on higher-level business partnership, workforce priorities, and strategic people initiatives. Key Responsibilities Employee & Manager Support — Serve as a first point of contact for routine employee and manager HR questions, providing timely guidance on HR programs, policies, processes, and available resources. Independently resolve routine matters and identify when issues require escalation to the Senior Human Capital Strategist. HR Partnership & Execution — Partner closely with the Senior Human Capital Strategist to translate HR priorities into action. Proactively manage follow-up, coordinate activities across stakeholders, track commitments and deadlines, and drive assigned work through completion without requiring step-by-step direction. Onboarding & Employee Lifecycle — Oversee key touchpoints throughout the onboarding and other employee lifecycle processes, including coordinating new-hire mentor program assignments, ensuring managers receive integration plans in a timely manner, managing the ordering and tracking of welcome kits, supporting new-hire orientation, and identifying and resolving gaps in the employee experience. HR Data, Reporting & Insights — Maintain HRIS records, prepare recurring and ad-hoc workforce reports, monitor key people data, and proactively identify data discrepancies, trends, or follow-up actions requiring attention. Compliance & documentation — Maintain required employee documentation, support audits and compliance activities, and assist with the administration of employment requirements including FMLA, ADA, EEO, and other applicable federal and state requirements. Recognize potential compliance or employee relations concerns and escalate appropriately. Culture & engagement — Coordinate and support employee engagement, recognition, survey, and culture initiatives. Take ownership of assigned programs from planning through execution, including communications, logistics, participation tracking, and follow-up actions. Performance, Compensation & Talent Process Support — Coordinate key elements of performance, compensation, promotion, and talent processes, including preparing materials and communications, managing timelines, tracking completion, following up with leaders, maintaining documentation, and proactively identifying outstanding actions or potential issues. HR Policy Administration — Provide guidance on established HR policies and practices and support consistent application across the organization. Research routine questions and recommend an appropriate course of action, consulting with the Senior Human Capital Strategist on complex, sensitive, or precedent-setting matters. HR Projects & Process Improvement — Own or contribute to HR projects and initiatives as assigned. Identify opportunities to simplify processes, improve the employee or manager experience, strengthen documentation, and reduce manual or duplicative work. HR Team Support & Prioritization — Provide broad support to the HR team based on evolving business needs, independently managing competing priorities and anticipating upcoming deliverables, deadlines, and stakeholder needs rather than relying solely on assigned tasks. Required Qualifications Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and relevant experience. 3–5 years of progressive HR experience, preferably in an HR Generalist or similar role supporting multiple areas of the employee lifecycle. Demonstrated ability to independently manage HR processes, priorities, and deliverables with limited day-to-day supervision. Working knowledge of HR best practices and federal and state employment laws. Experience supporting employees and managers with routine HR questions, policies, and processes and exercising judgment regarding when matters should be escalated. Strong organizational and project coordination skills with demonstrated ability to manage multiple priorities, deadlines, and stakeholders. Proficiency with HRIS platforms and Microsoft Office applications. Excellent written and verbal communication, problem-solving, follow-through, and interpersonal skills. Demonstrated discretion and sound judgment when handling confidential and sensitive employee information. Preferred Qualifications SHRM‑CP or PHR certification Experience supporting multi‑state and/or geographically dispersed workforce. Experience working in a fast-paced, evolving organization where priorities and business needs may change quickly. Experience supporting performance management, compensation, talent, employee engagement, or learning programs. Experience identifying and implementing improvements to HR processes, tools, or employee experiences. Competencies Initiative & Ownership — Proactively identifies what needs to be done, takes ownership of next steps, and drives work through completion without requiring detailed or continuous direction. Judgment & Resourcefulness — Uses available information, resources, and experience to solve problems independently and recognizes when additional guidance or escalation is appropriate. Anticipation & Follow-Through — Thinks ahead, anticipates upcoming needs and potential issues, and consistently closes the loop on commitments and outstanding actions. Relationship Building — Builds credibility and effective working relationships with employees, managers, leaders, and HR colleagues. Prioritization & Adaptability — Effectively manages multiple priorities and adjusts quickly as business needs evolve while maintaining accountability for deliverables. Attention to Detail — Produces accurate, complete work and maintains reliable documentation, data, and compliance tracking. Discretion — Handles confidential and sensitive employee matters with sound judgment and professionalism. Continuous Improvement — Looks beyond completing the immediate task to identify practical ways to improve HR processes, tools, and experiences. Communication — Communicates clearly and professionally and keeps appropriate stakeholders informed of progress, risks, decisions, and needed actions. Equal Opportunity Commitment Defy Security is an Equal Opportunity Employer committed to diversity, inclusion, and equity. We prohibit discrimination of any kind and provide equal employment opportunities to all applicants and employees regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or veteran status. We welcome applicants from all backgrounds who share our commitment to excellence and innovation.