Sr. HR Generalist

The Sr. Generalist is responsible for managing the day-to-day human resources functions of the organization, including talent acquisition, employee relations, compliance, benefits administration, performance management, training, and HR recordkeeping.

This position serves as a trusted business partner to management by ensuring compliance with employment laws, supporting employee engagement, and implementing HR programs that contribute to a productive and positive work environment.

This position works closely with managers to ensure compliance with employment laws, support employee engagement, and implement HR programs that contribute to a productive and positive work environment.

The Sr. HR Generalist exercises sound judgment in handling HR matters and escalates significant or complex issues to the HR Manager as appropriate.

The Sr. HR Generalist collaborates with department managers and external vendors, including staffing agencies, benefits providers, and employment consultants, to deliver effective HR services and support business and workforce needs.

Key Responsibilities

1. Talent Acquisition & Onboarding

· Coordinate full-cycle recruitment processes including sourcing, interviewing, hiring, and onboarding

· Partner with department managers to identify staffing needs and hiring priorities.

· Respond quickly to ongoing staffing needs resulting from employee turnover and operational demands.

· Manage staffing agency relationships and temporary workforce programs.

· Coordinate new hire orientation and onboarding activities.

· Track recruiting metrics include time-to-fill and recruiting effectiveness.

2. Employee Relations

· Serve as a point of contact for employee concerns and workplace issues.

· Promote a positive and respectful work environment.

· Assist in resolving employee conflicts and workplace concerns.

· Conduct workplace investigations involving complaints, policy violations, harassment, discrimination, and other employee relations matters.

· Prepare investigation documentation and support management with corrective actions.

· Coordinate offboarding and exit interview processes to support smooth workforce transitions and identify improvement opportunities.

3. HR Compliance

· Ensure compliance with federal, state, and local employment laws and regulations.

· Maintain employee handbooks, HR policies, and HR procedures.

· Administer I-9 verification and employee recordkeeping requirements.

· Support audits and employment-related compliance activities.

· Coordinate leave administration and workers’ compensation programs.

4. Compensation & Benefits Administration

· Administer benefits programs including medical, dental, vision, retirement, and PTO plans.

· Support merit increase, bonus administration, and compensation review processes.

· Coordinate benefits enrollment and employee communications.

· Serve as the primary contact for employee benefits questions.

· Assist with compensation and benefits reporting as needed.

5. Training & Employee Development

· Coordinate required training programs and compliance-related training.

· Maintain training records and completion reports.

· Assist managers in identifying employee development opportunities.

· Support employee development and engagement initiatives.

6. Performance Management

· Coordinate and administer employee performance evaluation processes.

· Assist in developing KPI frameworks and performance evaluation guidelines.

· Assist managers with goal setting and performance review activities.

· Monitor completion of performance evaluations and maintain accurate documentation.

· Support performance improvement plans and corrective action processes.

· Ensure consistency with company policies and performance management practices.

7. HR Systems, Data & Reporting

· Maintain employee records and HR database systems.

· Ensure HR data accuracy and confidentiality.

· Generate routine HR reports related to:

o Headcount / Turnover

o Recruiting / Training

o Employee Relations

o Compliance

· Support management with HR-related reporting and analysis.

Qualifications

Required

· Bachelor’s degree in HR, Business Administration, Labor Relations, or related field.

· 5–8 years of Human Resources experience.

· Knowledge of federal and California employment laws.

· Experience in recruiting, employee relations, performance management, and HR administration.

· Strong communication, organizational, and problem-solving skills.

· Ability to maintain confidentiality and professional judgment.

Preferred

· Previous HR experience in a sales-driven organization, particularly supporting field-based Territory Sales teams, is strongly preferred.

· SHRM-CP or PHR certification preferred.

· Experience in Korean, Asian, or multinational organization.

· Experience managing staffing agency relationships.

· Experience supporting recruitment, performance management, incentives, compensation review, or bonus administration.

· Bilingual English/Korean preferred.