Senior Human Resources Generalist

Skills

About the Role

You will be the go-to HR resource for people managers and employees, providing expert guidance on employee relations, manager coaching, HR policies, and day-to-day inquiries. You will handle employee lifecycle activities such as onboarding, exits, policy questions, leaves, and immigration, while suggesting improvements to the employee experience. You will support junior-level managers on employee relations cases and the interpretation of HR policies and procedures. You will help execute core HR processes like annual performance management, D&I initiatives, talent reviews, and learning and development offerings. You will leverage the HRIS system (Dayforce) for employee data, reporting, and self-service, maintaining strict confidentiality. You will compile metrics and use data proactively to support client group engagements, conduct exit interviews, analyze retention trends, and raise talent risk concerns. You will coordinate logistics for people programs, build relationships with cross-functional Centers of Excellence partners, identify actions to drive motivation and engagement, and champion company culture in everything you do.

Requirements

• Bachelor's degree with an emphasis in HR or equivalent demonstrable experience a plus
• Minimum of 3-4 years of experience within Human Resources, preferably in an employee-facing role
• Comfortability with using data and deriving insights
• Ability to operate in a continuously changing and fast-paced environment
• Demonstrated ability to communicate effectively and build strong business relationships
• Ability to adapt to ambiguity
• Technically savvy with experience using Outlook, PowerPoint, Excel, and HR Information Systems

Responsibilities

• Handle employee lifecycle activities and identify opportunities to improve employee experience
• Provide day-to-day support and guidance to junior-level managers on employee relations cases and HR policy interpretation
• Support execution of core HR processes such as performance management, D&I initiatives, talent reviews, and learning and development
• Leverage the HRIS system (Dayforce) for employee data and reporting with a strong commitment to confidentiality
• Compile metrics proactively for the HR BP team to use when engaging client groups
• Support the HRBP Manager with coordination and logistics for people programs
• Identify actions to drive employee motivation and engagement
• Conduct exit interviews and analyze employee retention trends
• Foster relationships with cross-functional partners within Centers of Excellence
• Champion company culture and principles with managers and employees

Benefits

• Health plans including fertility and family planning programs, mental health support, and fitness benefits
• Generous paid time off and sick leave
• Annual bonus and long-term incentive opportunities
• 401k with up to a 5% match
• Commuter benefits
• Pet insurance
• Medical, vision, and dental insurance
• Life insurance
• Disability insurance
• Stock program participation
• 14 paid company holidays