Sr. Human Resources Generalist

The Senior Human Resources Generalist will serve as a strategic business partner and provide full cycle support for a designated group or business unit. This role requires expertise across the full employee lifecycle and will be responsible for driving strategic HR initiatives and independently managing projects, employee relations cases, and organizational change efforts. This position moves beyond routine administration to focus on proactive risk mitigation, data-driven decision-making, and organizational development to align the workforce with business objectives. Essential Duties and Responsibilities: Serve as a trusted business partner to department leaders, leveraging influence to proactively guide on HR related topics (such as performance management, employee relations, change management, workforce planning, and organizational design). Provide full employee life cycle support to designated departments including recruiting, onboarding, compliance, employee relations, benefits administration, safety, leave administration and offboarding. Identify opportunities for and drive the execution of strategic HR projects and initiatives, ensuring successful, on-time delivery and effective change management across departments. Mentor less experienced employees across the organization. Talent Acquisition: Own the full-cycle recruiting process for designated roles, including sourcing, screening, coordinating interviews, gathering feedback, and supporting offer discussions while ensuring a positive candidate experience. Implement strategies to improve employer brand and secure top-tier talent. Partner with department leaders to understand and forecast talent needs, develop succession plans, and build talent pipelines. Policy & Compliance: Proactively audit, develop, and implement new human resource policies and procedures in response to evolving business needs or regulatory changes. Lead compliance efforts for populations related to federal, state, and local employment laws, especially in areas like multi-state employment, wage and hour, ACA, and ADA/FMLA administration. Ensure consistent execution of HR processes & checklists across the employee lifecycle, developing and updating standard operating procedures (SOPs) to drive efficiency and reduce operational risk. Employee Relations: Conduct sensitive simple to complex internal investigations regarding allegations of discrimination, harassment, or policy violations. Advise management in appropriate resolution of employee relations issues and be present during disciplinary meetings. Coach and train managers on effective performance management, corrective action, and employee engagement best practices. Develop and implement proactive strategies to improve employee morale, retention, and resolve systemic workplace issues. Learning & Development: Identify opportunities for training and development initiatives for assigned departments or specific employee populations and leaders. Support departmental development by coaching managers and employees on talent pipeline building and performance alignment. Assist in managing significant organizational change initiatives across assigned teams. Benefits, Payroll & Compensation: Own dedicated semi-monthly payroll functions, focusing on timekeeping accuracy, thorough auditing for processing, and adherence to wage and labor laws. Lead benefits administration processes and communications, and serve as an escalation point of contact for employee inquiries. Propose & execute compensation processes like salary benchmarking, providing data-driven recommendations to ensure fairness, internal equity, and market competitiveness. HR Analytics & HRIS: Proactively conduct HR data analytics (e.g., turnover, engagement, time-to-hire, compensation equity) and translate findings into actionable recommendations. Maintain and leverage the HRIS for advanced reporting, process automation, and data integrity assurance. Serve as the HRIS SME, driving system integrity, data utilization, and process optimization to enhance operational efficiency and reporting capabilities. Qualifications: Bachelor’s Degree in Human Resources, Business Administration, or a related field. A Master’s Degree is a plus 6+ years of progressive HR business partner experience required 2+ years of experience leading full-cycle recruiting required SHRM-SCP or SPHR certification is preferred Thorough knowledge of and ability to interpret and apply all applicable federal, state, and local labor and employment laws, ensuring organizational compliance and mitigating risk. Knowledge of CA, OH, PA, and TX state employment laws is a plus Demonstrated ability to independently manage and prioritize multiple complex projects and competing demands in a fast-paced, dynamic environment, consistently delivering detailed, high-quality solutions Advanced proficiency in HRIS systems (preferably Paylocity) for reporting, optimization, and system administration Exceptional written and verbal communication skills with the proven ability to build rapport, trust, and communicate professionally with employees and leaders across all levels of the organization Demonstrated ability to manage multiple priorities and projects simultaneously in a fast-paced business environment, utilizing excellent time management and organizational skills Strong competency in proactive problem-solving, critical decision-making, and the ability to operate effectively in ambiguity and work independently Strong attention to detail and a high level of discretion and integrity when handling sensitive and confidential employee information High proficiency in Google Suite, Microsoft Word, Intermediate Excel, and PowerPoint #J-18808-Ljbffr