Senior HR Generalist

Job Description

Senior HR Generalist

Experienced HR operations leadership with independent day-to-day judgment

Location: Columbia, Mississippi; supports a multi-state workforce

Reports To: Payroll & benefits Manager (dotted line) + executive leader

Employment Status: Full-time

FLSA Status: Exempt

Recommended Salary Range: $65,000-$80,000

Position Summary

The Senior HR Generalist is the primary day-to-day HR resource for employees and managers. The position independently administers core HR processes, supports recruiting efforts, resolves routine employee relations and policy matters, manages leave and accommodation workflows, and maintains compliant employee records for a workforce of approximately 275 employees. The role is intentionally senior-level because it requires sound judgment, discretion, and the ability to make consistent decisions within established policy and legal requirements. It is not responsible for directing the entire HR function, setting enterprise strategy, or owning payroll and benefits administration.

Essential Duties and ResponsibilitiesHR Operations and Employee Records

·      Manage employee onboarding and offboarding processes and coordinate timely information exchange with Payroll and Benefits.

·      Complete and maintain Form I-9 documentation, employment eligibility verification, and legally required retention records.

·      Coordinate background checks, drug screenings, employment verifications, and new-hire reporting with the appropriate internal partners.

·      Maintain accurate personnel files, employee records, and HRIS data in accordance with policy and legal requirements.

·      Prepare employment letters, notices, corrective-action documents, separation documentation, and other HR correspondence.

·      Support HR audits, reporting, policy acknowledgments, and required employee communications.

Employee Relations and Manager Support

·      Serve as a trusted first point of contact for employee concerns, workplace questions, and policy interpretation.

·      Conduct intake, fact-finding, and routine workplace investigations; document findings and recommend or implement appropriate resolutions within assigned authority.

·      Identify matters involving elevated legal, reputational, safety, or employee-relations risk and escalate them promptly.

·      Promote confidentiality, consistency, respectful employee treatment, and timely issue resolution.

Recruiting and Talent Support

·      Partner with hiring managers to coordinate recruitment activity for assigned openings, including job postings, applicant communication, interview scheduling, candidate status updates, and pre-employment requirements.

·      Support the development and updating of job descriptions and posting content to ensure they accurately reflect approved job requirements and company standards.

Leave, Accommodation, and Return-to-Work Administration

·      Administer FMLA and other job-protected leave processes, including eligibility review, notices, certifications, designation, tracking, and return-to-work coordination.

·      Track leave status and communicate approved employment-status changes to Payroll and Benefits.

·      Coordinate the employment and documentation aspects of short-term disability, long-term disability, and workers' compensation absences.

·      Maintain complete, confidential, and timely leave and accommodation files.

HR Compliance and Policy Administration

·      Support compliance with applicable federal, state, and local employment laws.

·      Coordinate unemployment claims, agency responses, and employment-related documentation as assigned.

·      Partner with Safety, Payroll and Benefits, Finance, and operational leadership on cross-functional compliance matters.

Decision Authority and Escalation

Role intent: This position has meaningful authority over routine HR decisions and case management, while organization-level strategy and high-risk decisions remain with executive leadership.

Expected to Decide or Resolve Independently

·      Routine policy interpretation and consistent application of established practices.

·      Standard onboarding, records, I-9, leave, and HR documentation decisions.

·      Routine employee-relations resolutions that do not involve material legal or organizational risk.

·      FMLA eligibility and designation decisions supported by complete facts and established legal requirements.

·      Corrections to employee records and standard communications within approved procedures.

Expected to Recommend and Escalate

·      Terminations, suspensions, significant policy exceptions, severance, or settlement decisions.

·      Allegations involving senior leaders, harassment, discrimination, retaliation, workplace violence, or significant legal exposure.

·      New or materially revised HR policies, compensation structures, organizational design, and workforce strategy.

·      Matters requiring outside counsel, executive approval, or a departure from established practice.

Required Qualifications

·      Bachelor's degree in Human Resources, Business Administration, or a related field preferred; equivalent relevant experience may be considered.

·      At least five years of progressively responsible HR generalist experience.

·      Demonstrated experience with employee relations, workplace investigations, FMLA, ADA accommodations, and HR compliance.

·      Strong knowledge of Form I-9 requirements, employment documentation, and confidential recordkeeping.

·      Experience supporting managers and employees in a multi-location or multi-state environment preferred.

·      Proficiency with HRIS platforms and Microsoft Excel, Outlook, and Word.

Knowledge, Skills, and Abilities

·      Sound judgment and the ability to make timely, defensible decisions within established authority.

·      Strong investigation, documentation, conflict-resolution, and manager-coaching skills.

·      Excellent organization and follow-through across competing deadlines and sensitive cases.

·      Clear written and verbal communication with employees at all organizational levels.

·      High degree of discretion, accuracy, professionalism, and emotional steadiness.

·      Ability to distinguish routine matters from issues requiring leadership or legal escalation.

Preferred Qualifications

·      Spanish-English bilingual proficiency strongly preferred, with the ability to communicate clearly and professionally with employees, candidates, and managers in both languages.

·      SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

·      Construction, field-services, or project-based workforce experience.

·      Experience supporting employees across multiple states and work locations.

Key Working Relationships

·      Payroll and Benefits Manager for employee changes, leave status, benefit continuation, and deductions.

·      Safety leadership for screenings, workers' compensation, and return-to-work coordination.

·      Operational managers for employee relations, performance, attendance, and policy administration.

·      HR or executive leadership for significant risk, policy, and employment decisions.

Physical and Work Requirements

·      Primarily office-based work requiring prolonged computer use and frequent confidential conversations.

·      Ability to communicate with employees across shifts, locations, and levels of the organization.

·      Occasional travel or schedule flexibility may be required based on business needs.

Equal Employment Opportunity

Looks Great Services is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, sex, national origin, age, disability, genetic information, veteran status, or any other status protected by applicable law.

Job Description Notice

This description summarizes the position's primary responsibilities and is not an exhaustive list of every duty. Responsibilities may change as business needs evolve. Reasonable accommodations may be provided to enable qualified individuals to perform the essential functions.