Senior Human Resources Generalist

Senior Human Resources (People Operations) Generalist Reports to: Chief of Staff Position Type: Full-Time, Hybrid, in office 1-2 days per week HNM Systems is the leading tech-enabled professional services provider, shaping the workforce across the telecom, energy, and technology sectors. We connect specialized talent with direct hire, contract-to-hire, and consulting opportunities that support fiber expansion, digital infrastructure, wireless networks, and smart grid energy solutions. Our innovative approach delivers high-impact outcomes, with a 94% success rate in talent placement and project execution. Relentlessly people-driven, HNM Systems sets the industry standard through exceptional employee experience and long-term client value. Mission The Senior People Operations Generalist plays a key role in delivering an exceptional employee and customer experience while ensuring operational excellence across the People Operations function. Working closely with the Chief of Staff, this position leads the administration and execution of core People Ops programs, including performance management, supports employee relations and compliance initiatives, provides guidance to internal stakeholders, and oversees the day-to-day work of the People Operations Coordinator. Through hands‑on program ownership and continuous process improvement, this role helps strengthen People Operations as a trusted business partner while expanding strategic HR capabilities. Job Responsibilities Lead, train, and manage a People Operations Coordinator, ensuring quality, operational alignment, productivity, and continuous improvement Own the end‑to‑end employee lifecycle experience, continuously identifying and implementing process improvements that enhance onboarding, employee engagement, performance, retention, and operational efficiency. Resolve customer HR issues by identifying root causes, developing effective solutions, and maintaining clear communication with all stakeholders to ensure timely resolution and minimize business risk. Partner with employees, contractors, customers, and internal leaders to provide coaching, guidance, and problem‑solving support, ensuring decisions consider multiple perspectives and lead to positive outcomes for all stakeholders. Independently manage complex or high‑risk contractor employee relations cases, including investigations, documentation, resolutions, and escalation protocols. Own compliance monitoring across multi‑state employment practices; update policies and procedures proactively to mitigate risk. Partner with legal, Culture Works, and leadership teams on sensitive matters requiring elevated oversight. Co‑develop People Ops strategy with the Chief of Staff, supporting yearly planning, department KPIs, and long‑range initiatives. Architect scalable, tech‑enabled processes for employee engagement, onboarding, offboarding, performance, and lifecycle management. Lead the creation and execution of enterprise‑wide People Ops programs, including recognition, engagement campaigns, surveys, and awards submissions. Own People Ops analytics, including contractor retention, engagement, on‑time starts, incident trends, and program KPIs. Develop dashboards and reporting tools; translate data into actionable insights for leadership and customers. Present trends, risks, and strategic recommendations to improve the contractor experience and customer outcomes. Partner with Sales, Marketing, Delivery and Finance teams to ensure a seamless, high‑touch experience for employees and customers. Conduct quarterly and ad‑hoc audits to ensure process accuracy, compliance, and departmental performance. Serve as an early adopter of new technologies, championing adoption across the People Ops function and your team. Support contract compensation analysis and customer‑facing retention strategies as assigned. Act as a trusted advisor to internal and customer stakeholders, providing guidance grounded in legal compliance and People Ops best practices. Support company growth initiatives, demonstrating strong business acumen in conversations with customers and partners. Support business growth, act as a sales professional and coach your team to do the same. Be an early adopter and advocate of all technologies and coach your team to do the same. All other duties as assigned. Qualifications 5‑7 years of broad HR experience with demonstrated expertise in employee relations, compliance, and contractor workforce management. 3‑5 years of progressive HR leadership experience within a staffing or contingent workforce environment. Bachelor’s degree in human resources, Business Administration, or related field. PHR or SHRM Certification required. SPHR and SHRM SCP certification preferred. Proven ability to handle sensitive situations with discretion and professionalism. Proven ability to lead complex investigations and drive programs with minimal oversight. Strong analytical skills with the ability to turn data into strategy. High emotional intelligence, professionalism, and discretion. Strong proficiency with HRIS and HR tech systems; ATS experience preferred. Technical/computer/equipment/software skills. Communication skills, critical thinking/problem solving, time management skills. Ability to work independently and remotely while staying connected with Teams through various communication channels. Adherence to all company policies and procedures. Physical Requirements Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. Must be able to travel 10% of the time. Compensation and Benefits Medical, dental, vision and supplemental benefits offered. 401k with employer matching up to 4%. Salary starting at $80,000 per year. The above statements are intended to describe the general nature and level of work being performed by the incumbent(s) of this job. They are not intended to be an exhaustive list of all responsibilities and activities required of the position. This job description is subject to revision, and it may be updated to reflect changes in the role or organization. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job. Equal Employment Opportunity It is the policy of HNM Systems, Inc., to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information and/or marital status. HNM Systems, Inc. is compliant with the Fair Chance Ordinance as applicable and will consider all qualified applications for employment. #J-18808-Ljbffr