HR Generalist

Roof Penetration Housing (RPH) is a dynamic, rapidly expanding leader in the commercial building products industry, trusted by architects, engineers, contractors, and building owners on a wide range of critical projects, from hospitals and data centers to K-12 schools. Our innovative, engineered solutions prevent roof and wall leaks and ensure storm shelters and safe rooms meet code requirements and protect occupants during severe weather events.

We nearly doubled revenue in 2025, and we're still accelerating. We’re experiencing rapid expansion across both our New Jersey and Texas locations, and we’re growing our powerhouse team as we continue setting new benchmarks for performance, safety, and success in commercial construction.

But what we're most proud of isn't the growth, it's how we grow: deliberately, together, and without cutting corners. If that sounds like your kind of place, we'd like to meet you.

To keep up with our growth, we are seeking a Human Resources Generalist who is progressing in their career and ready to grow fast. This person will assist in running the day-to-day HR operations at our New Jersey and Texas locations, including recruiting coordination, onboarding and offboarding, benefits and leave administration, payroll support, HRIS administration, and compliance recordkeeping, working alongside the Director of Human Resources to keep RPH compliant and our processes current.

This role is a Full Time, salaried role that reports to the Director of Human Resources.
This role will be in office where day-to-day work will occur in the San Antonio, Texas office.

The Human Resources Generalist will assist in running HR operations across both RPH locations and is trusted to work independently. You already have the fundamentals: you know how a benefits cycle works, what a compliant personnel file looks like, and why an I-9 correction cannot wait until next week. That baseline means the Director of Human Resources can rely on you to execute without supervision, raise the things that genuinely need attention, and keep nothing sitting in a queue.

You will partner directly with the Director of Human Resources on compliance readiness and process improvement, auditing what exists, identifying where RPH is exposed, and updating procedures as regulations and headcount change. You keep the operational reality aligned with policy, and you say something early when it drifts. This role handles sensitive employee information every day. Discretion is not a soft skill here, it is a core function of the job.

This is a deliberate step up role, not a holding pattern. RPH is small enough that you will get exposure to every part of HR rather than one narrow slice, and growing fast enough that the work in front of you gets bigger every quarter. You will have direct access to the Director of Human Resources as a coach, ownership of objectives earlier than a larger company would offer, and a clear runway as the function scales.

If you want a finished playbook handed to you, this is not it. If you want to help build one, you’re going to have fun.

You think like a builder. You’re energized by growth, problem-solving, and figuring things out as you go. You care deeply about doing great work and hitting goals. You track progress, stay focused, and hold yourself to high standards. You work well across teams, communicate clearly, and know when to take the lead or lend a hand. You don’t wait for perfect conditions;

you move forward with purpose.

• Serve as a primary point of contact for employee questions on policy, benefits, payroll, time off, and HR systems, resolving routine matters independently and escalating those with legal or precedent setting implications
• Own HRIS accuracy, including employee records, onboarding workflows, time off tracking, and organizational data integrity
• Run onboarding and offboarding end to end, including new hire paperwork, I-9 and E-Verify processing, orientation, equipment coordination, and exit interviews
• Manage recruiting coordination alongside the Talent Acquisition Specialist, including job descriptions, interview scheduling, offer paperwork, and background checks
• Prepare, audit, and submit payroll changes in coordination with the Director of Human Resources and Finance
• Administer benefits programs, including open enrollment, qualifying life events, carrier reconciliation, COBRA, and leave administration under FMLA, ADA, and applicable state programs
• Maintain compliance recordkeeping, including personnel file retention and handbook acknowledgments, and proactively flag upcoming obligations and gaps
• Partner with the Director of Human Resources to audit and update HR processes, standard operating procedures, and documentation as regulations, headcount, and business needs change
• Document employee relations matters accurately and support investigations with well organized records
• Partner with Operations on OSHA recordkeeping and workplace safety…