Senior HR Generalist

Summary

We are seeking a highly capable Senior HR Generalist, internally this role is classified as an HR Business Partner, to serve as a key partner to the HR Team during a period of growth, leadership transition, and increased compliance requirements. This role will lead employee relations, develop and deliver manager training, and drive key HR projects that improve consistency, compliance, and organizational effectiveness.

This position requires a hands-on, solutions-oriented HR professional who can operate independently, influence leaders, and build scalable processes in a fast-paced environment.

Compensation & Benefits

• Medical, Dental, Vision
• Company Paid Life Insurance
• 401(k) Retirement Savings Plan
• Paid Time Off (PTO)
• Paid Holidays
• Tuition Reimbursement*

Essential Duties & Responsibilities

Employee Relations

• Lead and manage employee relations matters end-to-end, including investigations, documentation, and resolution
• Coach managers through performance issues, disciplinary actions, and complex employee situations
• Ensure consistent, fair, and compliant application of policies and practices
• Leverage data and trend analysis to proactively address employee relations risks and organizational challenges
• Maintain thorough and audit-ready documentation; maintain confidential employee records
• Partner with the HR Generalist to support effective case management and ensure consistency in execution
• Exercise sound judgment in escalating complex, sensitive, or high-risk matters to the HR Manager

Training & Development

• Own and lead the development of a comprehensive HR training program for employees and managers across the organization
• Design and deliver training content, including:
• New hire onboarding (HR-related components)
• Time and attendance processes
• Employee relations fundamentals and documentation practices
• Workers’ compensation and leave management processes
• Performance management and coaching skills
• HR policies, compliance, and workplace expectations
• Ensure training content aligns with compliance requirements related to Sarbanes-Oxley Act (SOX) and Cybersecurity Maturity Model Certification (CMMC)
• Evaluate training effectiveness and continuously improve content based on employee feedback, business needs, and audit findings
• Partner with HR team members to support training logistics, scheduling, and tracking

HR Projects & Organizational Development

• Lead and execute HR initiatives with support from HR Generalist such as:
• Job leveling and career pathing
• Process standardization and documentation
• Employee engagement programs
• Partner with HR leadership to improve organizational structure and workforce effectiveness
• Use workforce data and analytics to inform job leveling, career pathing, and organizational design decisions

HR Analytics & Reporting

• Develop and maintain HR dashboards and reports
• Analyze HR data to identify trends, risks, and opportunities; provide actionable insights to HR team and managers
• Partner with HR and business leaders to support data-informed decision-making
• Ensure data accuracy and integrity across HR systems (HRIS, ATS, timekeeping, etc.)
• Respond to ad hoc reporting requests and present findings in a clear, concise manner
• Support audit requests with accurate reporting and documentation

Talent Acquisition

• Provide guidance on job requisitions and job descriptions for new, changed, or unclear roles to ensure alignment with organizational structure and leveling
• Partner with hiring managers to clarify role scope, expectations, and success profiles when needed
• Review and refine job descriptions to ensure consistency, accuracy, and compliance
• Monitor recruitment activity and identify process gaps, delays, or risks; step in to resolve issues for priority roles
• Coach hiring managers on effective hiring practices and process expectations
• Ensure hiring practices align with internal controls and documentation standards
• Collaborate with HR team members to maintain a consistent and disciplined hiring process
• Utilize recruiting and workforce data to identify bottlenecks and improve hiring efficiency

Compliance & Risk Support

• Support HR compliance efforts, ensuring documentation and processes meet internal and external audit standards
• Assist in policy development and process improvements

Cross-Training & Operational Support

Provide Backup Support For Core HR Operations, Including

• Leave of absence and accommodations processes
• Workers’ compensation coordination
• Payroll/timekeeping support as needed

• Redundant support for hiring and terminations
• Coordination of information and related activities
• New Hire and Termination administration – HRIS and paperwork
• Build cross-functional knowledge to ensure continuity across HR functions
• Assist in planning and executing employee events, recognition programs, and engagement activities
• Support employee communications related to events, policy updates, and organizational initiatives
• Other duties as assigned

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field or equivalent years of experience
• 5–8+ years of progressive HR experience, including strong employee relations experience
• Demonstrated experience developing and delivering training programs
• Experience leading HR projects or organizational initiatives
• Experience working with HR data, reporting, and dashboards (Excel, HRIS reporting tools, or similar); ability to translate data into insights
• Strong knowledge of employment law and HR compliance practices
• Experience with HRIS systems (e.g., Workday, ADP, UKG) and reporting tools preferred
• Experience in regulated or compliance-driven environments preferred (SOX, CMMC, etc.)
• PHR/SPHR or SHRM-CP/SCP preferred
• Must be a U.S. Person (U.S. Citizen, U.S. Permanent Resident (green card holder) or other status as a U.S. Person).

Key Skills

• Strong judgment and decision-making in complex employee situations
• Ability to influence and coach managers at all levels
• Excellent communication and facilitation skills
• Analytical mindset with ability to interpret data and translate insights into action
• Strong Excel or HR reporting tool capability preferred
• Process-oriented with ability to build structure in fast-paced environments
• High level of discretion and professionalism

Itar Requirements

• To conform to U.S. Government export regulations, certain positions may require applicants to be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C.
• 1157, or (iv) Asylee under 8 U.S.C.
• 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here.

TRAVEL REQUIREMENTS: No travel required for this position.

EQUAL OPPORTUNITY EMPLOYER

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

Karman is committed to equal employment opportunity. We will not discriminate against employees or applicants for employment on any legally recognized basis (“protected class”) including, but not limited to race; color; religion; genetic information; national origin; sex; pregnancy, childbirth, or related medical conditions; age; disability; citizenship status; uniform servicemember status; or any other protected class under federal, state, or local law. Our management is dedicated to ensuring the fulfillment of this policy with respect to hiring, placement, promotion, transfer, demotion, layoff, termination, recruitment advertising, pay, and other forms of compensation, training, and general treatment during employment.

M-F 8am-5pm