HR Generalist (People Operations)

• Serve as a front-line point of resolution for employee and manager concerns; conduct intake and consultations on routine and moderately complex issues.
• Partner with the Payroll/HR Specialist to share and distribute ER intake and caseload; as the on-site resource, this role will typically catch more in-person and walk-in intakes, while both coordinate coverage.
• Draft, review, and deliver corrective-action and disciplinary documentation (verbal and written warnings, performance documentation) consistent with policy and applicable state and federal requirements.
• Provide employee counseling and conflict resolution for day-to-day matters; document interactions appropriately.
• Advise and coach managers and supervisors on performance, policy application, and standard ER workflows.
• Assist with workplace investigations under senior HR direction; escalate complex, high-risk, or novel matters to the Senior HRBP or Director.

• Own onboarding execution: Day-1 readiness, scheduling, new-hire setup, and the full offer-to-start process.
• Maintain accurate employee records and personnel files in compliance with retention and confidentiality requirements.
• Provide on-site presence and support for in-office and frontline staff; route questions to the correct owner.
• Coordinate leave, accommodation logistics, and benefits enrollment across a multi-state and remote workforce, in partnership with the company's benefits and shared-services model.
• Support consistent HR process flow and prevent operational breakdowns as headcount scales.

• Serve as the cross-trained backup to the Payroll/HR Specialist for the HRIS and payroll; this is a backup function, not the primary ownership.
• Cover payroll and HRIS entry, changes, and processing during absences or peak periods to ensure continuity.
• Maintain working proficiency in the HRIS to support data accuracy and reporting when needed.

• Partner on policy enforcement and consistent application across the workforce.
• Draft, recommend, and maintain HR policies and standard operating procedures; provide input as the HR model evolves and matures.
• Contribute ideas and process improvements to build scalable HR infrastructure in partnership with the Director and Senior HRBP.
• Support handbook updates, required workplace postings, and audit preparation.

• Provide compensation support: job-pricing input, offer preparation, and pay-range checks against market and internal bands (in the HR lane; defers modeling to Finance).
• Support the performance cycle: coordinate review timing and workflow, and assist managers with performance improvement plans (PIPs) and documentation.

• Support multi-state employment-law compliance for on-site and remote employees: wage-and-hour records, required notices, I-9 and E-Verify, and pay-transparency practices across applicable jurisdictions.
• Support audits, unemployment claims, verifications of employment, and related administrative processes.

• Bachelor's degree in Human Resources, Business, or related field, or equivalent experience.
• 3 to 5 years of progressive HR experience, including hands-on employee relations.
• Demonstrated experience conducting consultations, drafting corrective-action and disciplinary documentation, and advising managers.
• Experience drafting or maintaining HR policies/SOPs and supporting performance and compensation processes.
• Working knowledge of employment law across multiple states, wage-and-hour rules, and progressive discipline practices; California experience a plus.
• Hands-on HRIS and/or payroll experience with strong data accuracy; ability to cross-train as payroll backup.
• Demonstrated discretion handling confidential and sensitive employee matters.
• Strong organization, prioritization, and follow-through in a high-volume, on-site environment.

• Experience in manufacturing, industrial, or other frontline-workforce environments.
• Experience with a PEO or shared-services HRIS platform.
• PHR, SHRM-CP, or equivalent HR certification; multi-state compliance experience preferred.
• Experience supporting a high-growth or scaling organization.

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