Senior HR Generalist

Description

ABOUT LIFEMOVES

Life Moves is the largest and most effective provider of interim housing and services for homelessness in Silicon Valley since 1987. Our Mission is to end homelessness by providing interim housing, supportive services, and building collaborative partnerships. With over two dozen interim supportive housing communities and more on the way, Life Moves gives our neighbors experiencing homelessness a temporary place to call home while providing intensive, customized case management through site-based programs and community outreach.

Reporting to the Vice President of Human Resources, the Senior HR Generalist serves as a trusted advisor to leaders and employees across Life Moves’ multi-site operations, helping advance a consistent, inclusive, and compliant workplace culture in support of our mission to end homelessness.

This role serves as the HR Department’s lead resource for employment law and policy interpretation, partnering closely with the VP of HR to ensure consistent, equitable, and risk-aware practices across the organization. The Senior HR Generalist independently manages a high-volume, high-complexity employee relations caseload, including escalations, performance management, investigations, corrective action, and guidance to leaders. Working side-by-side with the Employee Relations Manager and the team member responsible for leaves, benefits, and workers’ compensation, this position serves as the escalation point for HR-law and compliance questions, translating employment law into practical, trauma-informed approaches that support strong decisions, documentation, and resolution.

The ideal candidate is proactive, highly organized, and approachable, with strong judgment and a continuous-improvement mindset. They bring a trauma-informed, people-centered approach to problem solving and communication, and are skilled at navigating change with empathy, clarity, and accountability.

This role is hybrid, with in-office days on Mondays and Wednesdays (minimum two days per week), and the option to work remotely up to three days per week.

• Serve as the HR department’s lead resource for employment law guidance and policy interpretation; provide risk-aware, practical counsel to leaders and HR colleagues.
• Independently manage a high-volume, high-complexity employee relations caseload, including escalations, performance management, investigations, corrective action, resolution planning and terminations.
• Lead and/or partner on complex workplace investigations; document findings and recommend appropriate action.

• Provide day-to-day HR-law and compliance guidance and collaborate with the Employee Relations Manager, our leadership team, and the team member responsible for leaves, benefits, and workers’ compensation; serve as an escalation point for complex questions.
• Advise on ADA accommodations and the interactive process, ensuring consistent, trauma-informed practices and appropriate documentation.
• Partner with the VP of HR to maintain and update HR policies, procedures, templates, and supervisor tools; recommend improvements based on trends, best practices, and legal updates.
• Deliver training and coaching to managers on performance management, documentation, respectful workplace expectations, policy application and termination processes.
• Support HR compliance efforts, including recordkeeping practices, audits, and required postings/processes; stay current on federal, state, and local employment law changes and recommend updates.
• Collaborate with HR colleagues and Payroll to ensure accurate employee data, job changes, and compensation updates; leverage HR data and reporting to identify trends and recommend improvements.

• Partner with the VP of HR and outside employment counsel on employee relations matters and legal/agency claims by gathering and organizing records, preparing clear case timelines and summaries, and coordinating timely responses while maintaining confidentiality and consistency.
• Coordinate and support separation and termination processes, including risk-sensitive terminations, by advising leaders on required steps and…