Senior HR Generalist

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Senior HR Generalist

About the Role

The Senior Human Resources Generalist supports leaders and associates across EWC’s corporate‑owned centers, partnering with field leadership to drive effective people practices, ensure compliance, and foster a positive associate experience.

This role acts as a trusted advisor to operational leaders, providing guidance on employee relations, performance management, workforce planning, and HR program execution across a multi‑state hourly workforce. This role plays a critical role in ensuring consistent HR practices, mitigating employment risk, and supporting the development and engagement of center teams.

A Day in the Life

Field HR Partnership

• Serve as a trusted advisor to field leadership teams, providing guidance on workforce management, performance management, employee relations and engagement.
• Partner with leaders to ensure consistent execution of HR programs, policies, and best practices across corporate‑owned centers.
• Coach leaders on effective management practices, including performance conversations, feedback delivery, and associate development.
• Provide support to leaders in managing associate performance, including coaching, documentation, corrective action, and performance improvement planning.
• Collaborate with field leadership to identify talent gaps, succession opportunities, and development needs.

Employee Relations & Investigations

• Provide guidance and support on employee relations issues including conflict resolution, investigations, performance concerns, and policy interpretation.
• Conduct prompt, thorough, and objective investigations related to employee concerns, ensuring appropriate documentation and resolution.
• Review corrective actions and separation recommendations for factual support, consistency, appropriate prior coaching, and compliance before action is taken.
• Coach leaders on handling sensitive workplace issues while ensuring fairness, consistency, and adherence to company policies including protected sick time, leaves of absence, accommodations, retaliation, wage and hour, and other employment‑related risks.
• Evaluate proposed employment actions for consistency with policy, prior practice, similarly situated associates, and documented expectations, escalating material inconsistencies or risks when appropriate.
• Identify trends in employee relations issues and recommend proactive solutions to mitigate risk.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws, particularly those impacting hourly employees across multiple states.
• Partner with leadership to ensure proper wage and hour practices, scheduling compliance, and adherence to labor regulations.
• Support administration of leaves of absence, including FMLA and other state‑specific leave requirements.
• Maintain awareness of evolving employment law requirements impacting multi‑state operations.

Talent & Workforce Planning

• Partners with field leaders to support hiring strategies for corporate‑owned centers.
• Monitor and analyze workforce metrics including turnover, staffing levels, and engagement trends to identify and recommend opportunities for improvement.
• Own recurring HR metrics and workforce reporting for corporate‑owned centers, including extracting and validating data from ADP and other HR systems, accurately calculating key HR metrics, analyzing trends, and preparing clear, leadership‑ready reporting and insights on established weekly, monthly, quarterly, and annual cadences.
• Support onboarding and new hire orientation initiatives to ensure a strong start for new associates.
• Assist leaders with development plans for high‑performing associates and emerging leaders.

Associate Experience & Engagement

• Monitor associate sentiment and workplace culture within centers, identifying opportunities to improve engagement and retention.
• Use HR and business data to identify trends and provide recommendations to improve retention, engagement, and operational performance.
• Support execution of engagement initiatives and recognition programs that reinforce EWC’s culture and values.
• Conduct exit interviews for center managers and analyze feedback to identify trends and actionable insights.

HR Programs & Operations

• Own assigned HR processes and recurring deliverables for Corporate Centers, including planning, communication, tracking, leader follow‑up, reporting, and completion.
• Maintain accurate employee data and reporting through HR systems.
• Partner with HR leadership to develop and refine HR policies, processes, and programs that support business needs.
• Leverage HR and business metrics to identify trends and inform HR strategies.

Compensation, Performance & Total Rewards Support

• Support the execution of annual merit review and quarterly performance management cycles for corporate‑owned centers, ensuring processes are completed accurately and on time.
• Partner with leaders to ensure merit increases are applied consistently and aligned with achievement guidelines.
• Help ensure compliance with in‑center compensation structures within corporate‑owned centers.
• Review monthly and quarterly incentive and bonus payouts for center managers to confirm accuracy and alignment with plan design prior to payroll processing.
• Partner with Payroll team as needed to resolve pay‑related questions, discrepancies, or process issues.
• Provide guidance to leaders and associates on compensation and benefits programs, including answering routine questions and escalating more complex matters as appropriate.
• Identify trends or potential risks related to pay practices and elevate as needed.

Cross‑Functional Collaboration

• Partner with HR stakeholders to deliver a seamless employee experience.
• Support organizational changes including restructures, workforce transitions, and operational changes as needed.
• Participate in HR projects and initiatives that support business growth and operational excellence.

What Sets You Apart

• Strong consultative and coaching skills with the ability to influence leaders at multiple levels.
• Ability to build trusted relationships with field leaders and employees in a multi‑unit environment.
• Strong employee relations expertise with the ability to navigate complex workplace situations.
• Solid understanding of multi‑state employment law and hourly workforce practices.
• Strong HR data literacy, including proficiency with HRIS reporting (ADP preferred), confidence calculating and validating workforce metrics, and the ability to analyze metrics and translate data into clear, actionable insights and recommendations.
• Excellent communication skills with the ability to present information clearly and confidently.
• Strong problem‑solving and decision‑making capabilities.
• Ability to balance strategic thinking with operational execution.
• High level of professionalism, integrity, and confidentiality.
• Strong organizational skills with the ability to manage multiple priorities in a fast‑paced environment.
• Strong analytical and Excel skills, with the ability to organize, validate, analyze, and present HR data clearly and accurately, including the use of formulas, pivot tables, lookups, and charts to support recurring workforce reporting and business decisions.
• Customer‑service mindset with the ability to respond to employee and leader needs with urgency.
• Demonstrated ability to independently assess complex situations, identify relevant facts and risks, and make well‑reasoned recommendations with limited oversight.
• Strong sense of ownership and follow‑through, with the ability to drive matters to resolution and proactively communicate status, barriers, and next steps.
• Ability to travel up to 10%

Education and Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• 4–7 years of progressive HR experience, including generalist or HRBP responsibilities.
• Experience supporting hourly and multi‑location workforces strongly preferred.
• Experience managing employee relations issues and workplace investigations.
• Strong knowledge of federal and state employment laws including FMLA, ADA, FLSA, and wage and hour regulations.
• Experience working in retail, hospitality, franchise, or multi‑unit environments preferred.
• Proficiency in Microsoft Excel and experience working with HRIS reporting tools (ADP preferred), including extracting and manipulating data, performing HR metric calculations, reconciling data, and developing recurring reports and presentations.
• HR certification such as PHR, SPHR, SHRM‑CP, or SHRM‑SCP preferred.

We offer a comprehensive benefits package designed to support your health, well‑being, financial future, and professional growth.

• Health & Wellness:Medical, Dental, Vision, HDHP with HSA, employer‑paid Life Insurance, Disability, Mental Health & EAP benefits
• Financial:401(k) with Safe‑Harbor Matching and additional voluntary benefits, including pet, legal, identity theft, accident, hospital, and critical illness coverage
• Time Off:17 days of PTO (increases with tenure), 11 paid holidays, paid parental/adoption/foster leave, plus dedicated Wellness/Mental Health and Volunteer days
• Hybrid Work:In‑office Monday–Thursday and remote Fridays
• Professional Growth:Up to $500 annual professional development stipend
• Employee Perks:Weekly office breakfast, Fun Committee, DE&I Council, employee discounts, and time off to vote

Benefits are generally effective the first of the month following 30 days of employment and are subject to applicable plan terms.

*This role is not eligible for Visa Sponsorship*

European Wax Center is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability status, protected veteran status, or any other characteristic protected by law.

This job description is a general description of essential job functions. It is not intended to describe all duties someone in this position may perform. All employees of EWC and operating subsidiaries are expected to perform tasks as assigned by supervisory/management personnel, regardless of job title or routine job duties.