Human Resources Generalist

Company Overview

At Veo, our mission is to end car dependency by making clean transportation accessible to all. A leading shared micromobility provider in North America, Veo provides millions of bike and scooter rides annually in over 60 cities and universities from Los Angeles to New York City.

Company Overview

At Veo, our mission is to end car dependency by making clean transportation accessible to all. A leading shared micromobility provider in North America, Veo provides millions of bike and scooter rides annually in over 60 cities and universities from Los Angeles to New York City.

Veo offers the most diverse and accessible vehicle fleet in the country built to expand who can ride and what trips are possible. We design and manufacture our vehicles, hardware, and software systems in‑house and operate our local markets directly to ensure safe and reliable service. As the first profitable micromobility company in North America, Veo is built for long‑term growth and partnership with cities.

Veo has been recognized as one of Fast Company’s Most Innovative Companies and a Top GreenTech Company by TIME. As we continue to scale, we are looking for exceptionally talented individuals who are excited to help shape the next era of micromobility.

Job Summary

As Veo’s HR Generalist, you will serve as a key partner to our operations and People teams, supporting employees and leaders across multiple markets. This role will focus on employee relations, performance management, compliance, and people programs, while also supporting core HR processes that enable our distributed workforce to succeed.

You will work closely with operational leaders to address employee issues, coach managers, support workforce planning, and help ensure consistent HR practices across the organization. This role offers the opportunity to gain broad exposure across multiple HR disciplines while helping scale People Operations within a fast‑growing company.

Employee Relations

• Serve as a trusted partner to managers and employees on employee relations matters across multiple markets.
• Conduct timely, thoughtful, and confidential investigations into employee concerns, including harassment, discrimination, retaliation, workplace violence, and violations of company policies.
• Manage and support disciplinary actions and employee conflict resolution.
• Provide coaching and guidance to managers on employee performance management, feedback, and complex employee situations.
• Respond to employee concerns regarding policies, workplace issues, and disciplinary matters while ensuring fair and consistent outcomes.
• Analyze employee relations trends and partner with leadership to develop proactive strategies, programs, and solutions.

HR Business Partnership

• Partner closely with Operations leadership across multiple markets to support workforce needs and operational priorities.
• Provide guidance on employee engagement, retention, and performance management.
• Support workforce planning, organizational changes, and talent management initiatives.
• Act as a trusted advisor to managers on people‑related matters and organizational effectiveness.
• Partner with the Sr. Manager of People Operations and leadership team to resolve workplace concerns quickly and effectively.

Compliance & Risk Management

• Maintain strong knowledge of federal, state, and local employment laws and ensure organizational compliance.
• Ensure consistent interpretation and application of HR policies and practices across the organization.
• Support leave management, workplace accommodations, and workers’ compensation claims.
• Review and investigate workplace incidents and personal injury claims, ensuring proper documentation and resolution.
• Assist with internal audits, HR compliance tracking, and risk mitigation efforts.
• Develop, update, and deliver training on HR policies, compliance requirements, and workplace standards.

People Operations Support

• Partner with the People Operations team to ensure smooth onboarding, offboarding, and employee lifecycle transitions.
• Support in heavy HRIS management and process improvements within Rippling, including workflows and system updates.
• Help scale HR processes, programs, and systems to support a rapidly growing organization.
• Ensure consistent, compliant HR processes across distributed teams and multiple markets.

Requirements

• This role requires working onsite in our Santa Monica office four days per week. Candidates must be based in the Los Angeles area.
• Bachelor’s degree required (Master’s degree preferred) in Human Resources, Business Administration, or a related field, and/or 5+ years of experience conducting workplace investigations, with a preference for experience investigating allegations of harassment, discrimination, and retaliation.
• Strong knowledge of federal, state, and local employment laws, regulations, and statutes governing workplace policies and employment practices.
• Demonstrated employee relations expertise, including conducting investigations, advising managers, and managing complex employee situations with professionalism and discretion.
• Strong systems mindset and technical aptitude, with the ability to quickly learn and optimize HR tools such as Rippling and other HRIS platforms, manage workflows, analyze data, and leverage technology to improve HR processes.
• Thorough understanding of HR principles, practices, and standards, with the ability to apply both internal policies and external compliance requirements.
• Experience supporting geographically distributed teams, including implementing HR programs and initiatives across multiple locations or markets.
• Proven ability to build strong relationships across all levels of the organization, including frontline employees, managers, and leadership teams in remote or field environments.
• Excellent planning, organization, and time management skills, with strong attention to detail and the ability to manage multiple priorities in a fast‑paced, time‑sensitive environment.
• Outstanding written and verbal communication skills, with the ability to clearly articulate complex HR topics and influence decision‑making.
• Ability to objectively coach employees and managers through complex, sensitive, and emotionally charged situations while maintaining neutrality and professionalism.
• Strong business acumen, with the ability to balance people strategy with operational and business priorities.
• Demonstrated high level of ownership, judgment, and problem‑solving ability, with evidence of exceptional performance in prior roles.

Compensation & Benefits

• Total Cash Compensation : $85,000–$95,000 annually, including a base salary and annual performance bonus opportunity.
  • Base Salary : $85,000–$95,000
  • Annual Performance Bonus : Additional earning potential based on performance
• Equity : Stock options
• Unlimited PTO
• Competitive Benefits Package: Medical, Dental, Vision, Short-Term Disability, and more
• 401(k) with company match
• Opportunity to work in a fast‑paced technology company

Veo is a total compensation company, and pay is determined by geographic cost of labor and additional factors, including job‑related skills, experience, and relevant education or training - so not all candidates will be eligible for the upper end of the salary range.