Sr. HR Generalist

Job Description

Job Description

Senior HR Generalist
Employee Lifecycle | Policy and Compliance | People Operations   Location On-Site | Charlotte, NC (HQ) Experience Required 5+ Years in HR, preferably in Banking/Credit Union People Manager No (Individual Contributor) Reports To Head of HR / VP of People Classification Full-Time, Exempt Department Human Resources About the RoleDingoBlu is growing fast, and we need an experienced Senior HR Generalist to help us scale the people function that supports our team of 30-40 FTEs and growing. This is a hands-on, high-visibility role for someone who has “done it all” in HR and is energized by building strong administrative and operational foundations in a fast-paced, regulated environment.
You will own the full employee lifecycle - from recruiting and onboarding through performance management, employee relations, and offboarding - while ensuring our policies and practices keep pace with the demands of a growing neobank. You bring the judgment and discretion required to handle sensitive employee matters, the organization to manage a high volume of administrative work, and the credibility to serve as a trusted point of contact for employees and leaders alike. Prior experience supporting HR at a bank or credit union is strongly preferred, given the compliance-driven culture of our industry.What You'll OwnRecruiting and Talent Acquisition• Manage full-cycle recruiting for open roles: job postings, sourcing, screening, interview coordination, and offer preparation.
• Partner with hiring managers to define role requirements and build effective, compliant job descriptions.
• Maintain the applicant tracking system and candidate pipelines, ensuring a positive and timely candidate experience.
• Support employer branding and outreach efforts to attract talent with banking, fintech, or financial services experience.Onboarding and Offboarding• Own new hire onboarding end-to-end, including offer letters, background checks, I-9/E-Verify, benefits enrollment, and orientation.
• Ensure new employees complete required compliance and regulatory training on schedule.
• Manage the offboarding process, including exit interviews, final pay coordination, benefits termination, and knowledge transfer.
• Continuously improve onboarding and offboarding workflows to support a rapidly growing headcount.Policies, Procedures and Compliance• Administer and maintain the employee handbook, HR policies, and standard operating procedures, keeping them current with federal, state, and local employment law.
• Ensure HR practices align with banking/financial services regulatory expectations and internal audit requirements.
• Maintain accurate and audit-ready employee files and HR records.
• Monitor and communicate changes in employment law, updating policies and training as needed.Employee Relations and Performance Management• Serve as a trusted, day-to-day point of contact for employees on HR questions, concerns, and workplace issues.
• Coordinate the performance review cycle, including goal setting, mid-year check-ins, and annual evaluations.
• Coach managers on delivering effective feedback, performance improvement plans, and disciplinary conversations.
• Investigate and help resolve employee relations issues and complaints, escalating appropriately and maintaining thorough documentation.
• Administer disciplinary actions in partnership with management, ensuring consistency, fairness, and legal compliance.
• Provide coaching and guidance to employees and managers on conflict resolution, communication, and workplace expectations.HR Administration and People Operations• Administer benefits enrollment, changes, and open enrollment in partnership with the benefits broker/carrier.
• Support payroll administration by ensuring accurate and timely employee data (new hires, changes, terminations).
• Maintain and continuously improve HRIS data integrity and generate reports/metrics for leadership (headcount, turnover, time-to-fill, etc.).
• Coordinate leave of absence administration, including FMLA, ADA accommodations, and state-specific leave requirements.
• Assist with compensation administration, including offer benchmarking and annual compensation review cycles.
• Help plan and execute employee engagement initiatives, recognition programs, and culture-building events.What We're Looking ForRequired• 5+ years of progressive HR generalist experience, including recruiting, onboarding/offboarding, employee relations, and policy administration.
• Experience supporting HR functions at a bank, credit union, or other regulated financial services company strongly preferred.
• Solid working knowledge of federal and North Carolina employment law (FLSA, FMLA, ADA, EEO, at-will employment, etc.).
• Demonstrated experience managing full-cycle recruiting and onboarding for a growing organization.
• Experience coaching managers through performance reviews, disciplinary actions, and difficult employee conversations.
• Proven ability to handle confidential and sensitive information with sound judgment and discretion.
• Strong organizational skills with the ability to manage a high volume of administrative tasks and competing priorities.
• Proficiency with HRIS/HCM platforms (e.g., Gusto, Rippling, BambooHR, ADP, Paylocity, or similar) and general office software.
• Excellent interpersonal and communication skills, with the ability to build trust across all levels of the organization.
• Comfortable operating as a hands-on generalist in a lean, fast-moving startup environment, without a large HR team for support.Preferred• PHR, SHRM-CP, or equivalent HR certification.
• Experience supporting a company through a period of rapid headcount growth (e.g., scaling from ~20 to 50+ employees).
• Familiarity with banking/fintech regulatory training requirements (e.g., BSA/AML, fair lending, code of conduct).
• Bachelor's degree in Human Resources, Business Administration, or a related field.Core Competencies• Recruiting and Talent Acquisition
• Onboarding and Offboarding Administration
• Employee Relations and Conflict Resolution
• Performance Management and Coaching
• Policy Development and Compliance
• HRIS and People Data Management
• Benefits and Leave Administration
• Confidentiality and Sound Judgment