Senior HR Generalist

Description Must Reside in NV, AZ, UT, or ID Senior HR Generalist Purpose Provide field-based HR support to team members and leaders, ensuring consistent execution of HR practices, responsive case handling, and strong follow-through on company initiatives. Serve as the first-line HR partner in the field, reporting to and backing up Field HR Operations team. Key Contributions Independently resolve HR field support including ER cases, compliance tasks, investigations, and documentation. Serve as the first-line field HR partner and back up peer HR Generalists as needed. Back up peers across territories as needed Execute performance management standards performance management standards with minimal oversight. Provide HR presence during acquisitions as needed, supporting onboarding and transition needs. Drive execution of company HR initiatives (open enrollment, wellness events, contests, annual merit cycle) across assigned sites, including field leader accountability. Manage higher-complexity jurisdictions requiring deeper regulatory knowledge. Travel as needed, up to ~25% with overnights, for field support, investigations, acquisitions, and meetings. Success Metrics ER case resolution: 90%+ of assigned cases closed within 5 business days; complex cases escalated with complete documentation and timely updates. Compliance execution: 100% of local HR tasks (reviews, coaching plans, investigations) executed accurately and on time, with minimal rework or correction needed. Acquisition support: 100% of assigned follow-up tasks completed within 30 days of engagement. Company initiative execution: 100% of assigned sites complete HR program requirements on time. Leader partnership: = 90% of managers view HR as a responsive, trusted first contact—not just a case processor. Independent judgment: demonstrated ability to correctly identify which matters require escalation versus independent resolution, validated through case audit. Growth Impact Reduces senior HR escalations by resolving local issues quickly and independently. Lowers legal and regulatory risk through compliant HR support in higher-risk jurisdictions. Reduces acquisition integration costs by handling routine transition work directly. Supports retention and engagement by driving field-level program completion. Reduces hiring costs and risk by building an internal pipeline for HR Business Parter roles. Capabilities & Strengths Trusted Partnership & Influence: Builds credibility with field and regional leaders, balances employee advocacy with business needs, and influences action without relying on direct authority. Sound Judgment & Problem-Solving: Assesses sensitive and complex people matters objectively, identifies risk, and delivers practical, timely solutions aligned with company standards. Leadership Coaching & Accountability: Develops leader capability through direct coaching, clear expectations, and consistent follow-through while maintaining confidentiality and professionalism. Required Qualifications 5-7 years of progressive human resources experience, including hands-on employee relations, performance management, investigations, and leader coaching in a field-based or multi-location environment. Direct hands-on experience with California employment law required, given the territory scope. Working knowledge of federal and multi-state employment laws across all operating states. Ability to travel up to approximately 25%, including overnight travel, and proficiency with HRIS platforms, Microsoft Office, and HR reporting tools. Preferred Qualifications Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent relevant experience considered. PHR, SPHR, SHRM-CP, or SHRM-SCP certification. Experience supporting acquisitions, organizational change, or a private equity-backed, high-growth home services or field operations organization. #J-18808-Ljbffr