Senior HR Generalist

• Pay or shift range: $65,000 USD to $89,000 USD The listed pay range represents a good faith estimate of the compensation for this position. Final compensation offers are determined based on a variety of factors, including but not limited to the candidate’s skills, experience, geographic location, qualifications, and other job‑related considerations.

People are at the center of everything we do. As our Senior HR Generalist, you'll help shape the employee experience from recruitment and onboarding to employee relations, coaching, compliance, and organizational support. You'll partner closely with leaders, serving as a trusted advisor to guide managers through workplace challenges, manage employee relations, and help drive HR initiatives that support business success. If you're an experienced HR professional who values both compliance and people, we'd love to meet you.

The ideal candidate has 7+ years of HR experience, strong knowledge of employment law, excellent communication skills, and a commitment to delivering practical, people-focused solutions.

Position Summary : The Senior HR Generalist delivers hands‑on support across all HR functions, including recruiting, employee relations, performance management, compliance, and HR operations. This role partners with managers and employees, leads investigations, supports onboarding and training, and contributes to HR projects and policy development. The Senior HR Generalist ensures consistent HR practices and helps maintain a positive, compliant, and high‑performing workplace.

Essential Functions

• Manage the full life cycle of recruiting for all role levels, including sourcing, screening, interviewing, and hiring‑related administrative tasks.
• Create new and revise existing job descriptions to ensure accuracy and alignment with organizational needs.
• Research market‑competitive salary ranges and coordinate approvals by the Chief Administrative Officer.
• Serve as a trusted advisor across the organization; proactively meet and engage with all position levels and departments, providing both strategic and tactical day‑to‑day guidance, including policy interpretation and compliance.
• Manage employment‑related inquiries from applicants, employees, and supervisors, escalating complex or sensitive issues as appropriate.
• Collaborate with department managers to understand business goals and align HR strategies to support workforce needs.
• Manage employee relations issues, including coaching and advising managers, conducting fact‑finding meetings, mediating conflict, and supporting corrective actions.
• Lead and document investigations; prepare responses to legal claims and represent the company in unemployment and EEOC matters, in coordination with the Director of HR.
• Facilitate investigations, disciplinary actions, and terminations to ensure fair and consistent policy application.
• Maintain accurate, confidential, and audit‑ready employee records, including hiring and disciplinary documentation, job and compensation changes, and employment status updates.
• Proactively review and analyze HR data to identify turnover patterns, staffing trends, and organizational health indicators, providing insights to drive decision‑making.
• Ensure compliance with applicable federal, state, and local employment laws and regulations.
• Regular, reliable, and predictable attendance.

• Develop and maintain trusted relationships with leaders to improve engagement, retention, and organizational effectiveness.
• Partner with management to define required skills and competencies for open roles.
• Support onboarding and orientation to promote strong early engagement and retention.
• Assist in administering new‑hire benefits and resolving benefit‑related inquiries.
• Conduct training sessions on candidate selection, interviewing, performance management, leadership, and soft‑skills development.
• Contribute to workforce planning and forecasting by maintaining an understanding of organizational talent needs.
• Monitor trends such as turnover, attendance, staffing, and engagement to identify risk and opportunities.
• Provide guidance and execution of the performance management process.
• Streamline and manage…