Senior HR Generalist

About Point

✨ Real Impact, Real People: Our mission at Point is to make homeownership more valuable and accessible. Your work directly helps homeowners access their wealth, achieve financial flexibility, and realize life changing goals.

✨ Funding: With over $175M raised from top investors like Andreessen Horowitz, WestCap, Greylock, and Prudential, we’re scaling fast! You have the opportunity to join us at a pivotal stage.

✨ Game-changing Product: We're building a category defining company in home equity. We’ve earned a 4.7 Trustpilot rating and an A+ from the BBB, a testament to the value we provide to our 20,000+ customers.

✨ Great Place to Work: Our employees love working here! We are a Certified Great Place to Work and a Fortune Best Workplaces in the Bay Area.

✨ Remote First Culture, Genuine Connection: Work from anywhere in the U.S., while staying closely connected through virtual collaboration, team gatherings, and a people-first culture.

Local or 100% Remote

About the role

The Senior HR Generalist will influence all components of the employee lifecycle and seek to optimize, organize, and improve the touchstones of employee experience. This role will work closely with HR leaders to support people-focused responsibilities and projects. The role will have direct involvement in areas such as onboarding, employee engagement, leave administration, benefits and compliance - combining employee lifecycle operations, People program support, and HR generalist responsibilities.

We are looking for a thoughtful, highly organized individual to help deliver an exceptional and consistent employee experience as our organization continues to scale. The ideal candidate is comfortable balancing high-touch employee support with operational execution. You enjoy building structure, improving processes, and identifying opportunities to make People programs more efficient, scalable, and employee-friendly.

Your responsibilities

Onboarding and Lifecycle Operations

• Coordinate the onboarding experience, ensuring new employees have a welcoming, organized, and consistent start.
• Partner with internal stakeholders to ensure onboarding activities are completed accurately and on time.
• Manage employee lifecycle changes, including promotions, transfers, manager changes, employment-status changes, and departures.
• Maintain accurate employee records and ensure changes are properly documented and reflected across People systems.
• Identify inefficiencies and independently propose scalable solutions to automate or streamline recurring employee lifecycle processes.

Supporting People Programs

• Help coordinate and administer company-wide People programs, including surveys, learning initiatives, and employee recognition.
• Develop program materials, employee communications, manager resources, timelines, and process documentation.
• Gather and organize employee feedback, program data, and operational insights to help evaluate program effectiveness.
• Partner with members of the People team on the continuous improvement of employee programs.

HR Generalist Support

• Serve as an approachable first point of contact for employee questions related to policies, benefits, time away from work, People processes, and employment practices.
• Facilitate leaves of absence and workplace accommodation processes in partnership with employees, managers, benefits providers, and other stakeholders.
• Guide employees through leave requirements, documentation, timelines, pay coordination, and return-to-work processes while maintaining confidentiality.
• Support benefits administration, including employee questions, qualifying life events, and occasional coordination with vendors.

Strengthening People Operations

• Conduct periodic audits of employee data, documentation, and People processes to identify gaps or inconsistencies.
• Help ensure People practices remain compliant with applicable employment requirements and internal policies.
• Recommend practical process improvements that reduce manual work, improve controls, and create a better employee experience.
• Support cross-functional People projects and contribute to evolving the People Operations function as the organization grows.

About you

• 4+ years of experience in People Operations, Human Resources, or a related field.
• Broad working knowledge of employee lifecycle processes and core HR practices.
• Experience coordinating onboarding, leaves of absence, benefits, or other employee-facing programs.
• Strong project-management and organizational skills, with the ability to manage multiple deadlines and recurring processes.
• Excellent written and verbal communication skills, including the ability to explain complex processes clearly and empathetically.
• Sound judgment and the ability to recognize when an issue should be escalated.
• High attention to detail and a commitment to maintaining accurate records.
• Demonstrated discretion when handling sensitive and confidential employee information.
• Comfort working in a fast-moving environment where processes may still be evolving.
• A collaborative, service-oriented approach and the ability to build trusted relationships with employees, managers, and cross-functional partners.
• Experience working with HRIS (Rippling preferred), benefits, payroll, performance-management, or employee-engagement platforms.

Compensation at Point will be determined by skills, experience, and geographic location. Point has identified the expected annual base salary for this role at this level based on the market by tiers (Region | Location | Market Salary):

• Tier 2 | Austin, Boston, Chicago, Denver, Los Angeles, Miami, Philadelphia, Portland, Sacramento, San Diego, Santa Barbara & Washington DC | $47.50 - $52.50 per hour
• Tier 3 | All other US metro areas | $44.76 -$49.47 per hour

This does not include any other potential components of the compensation package, including equity, benefits, and perks outlined above. At the launch of each position, we benchmark compensation to the appropriate role and level utilizing competitive compensation data from various data sources as references. At the offer stage, we use the signal we received from our interviews, coupled with your experience, location, and other job-related factors, to determine final compensation.

Location Requirement: This is a remote position. However, candidates must reside in one of Point’s states of operation: AL, AR, AZ, CA, CO, CT, DC, FL, GA, IL, KS, KY, MA, MD, ME, MI, MN, MO, NC, NH, NJ, NV, NY, OH, OR, PA, SC, TN, TX, UT, VA, WA, WI.

Our benefits

• Generous health benefits: We provide comprehensive medical, dental, and vision plans with options for flexible spending accounts (FSA) and health savings accounts (HSA).

• Unlimited paid time off: Recharge with unlimited paid time off and 10 company holidays.

• Flexible remote and onsite work: Our teams work from many different locations and time zones. We support fully remote work and also have an amazing in-person environment in our downtown Palo Alto, CA HQ.

• Fully paid parental leave: Point will supplement state Paid Family Leave (PFL) so employees receive 100% of their regular base pay, plus two additional weeks of fully paid leave after state PFL ends. In states without PFL, Point offers up to 8 weeks of paid parental leave. In addition, employees also receive 4 weeks of fully paid transition time, during which you may work 2–3 days per week while receiving full base pay.

• Equity: We offer meaningful equity because we believe in sharing the value you help create. Your contributions directly impact our growth, and your equity gives you a stake in our future success.

• Financial wellness: We provide 401K retirement plans for employees as well as guaranteed life insurance and short- and long-term disability coverage.

• Extra work/life benefits: We provide monthly stipends for internet, mobile plans, wellness perks, a one-time home office reimbursement, and company provided equipment including a MacBook and monitor.

Point is proud to be an equal-opportunity employer. We provide employment opportunities regardless of age, race, color, ancestry, national origin, religion, disability, sex, gender identity or expression, sexual orientation, veteran status, or any other protected class. Each individual at Point brings their own perspectives, work experiences, lifestyles, and cultures with them, and we believe that a more diverse team creates more innovative products, provides better services to customers, and helps us all grow and learn.

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