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Sr. HR Generalist (Japanese Bilingual)

Prosum

Santa Clara, CA

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JOB DETAILS
SALARY
$110,000–$120,000 Per Year
SKILLS
ADP, Analysis Skills, Background Investigation, Benchmarking, Best Practices, Brokerage, Business Administration, Candidate Sourcing, Communication Skills, Compensation Analysis, Compensation and Benefits, Conflict Resolution, Customer Escalations, Data Quality, Disciplinary Action, Documentation, Employee Benefits, Employee Relations, Employee Retention, Federal Laws and Regulations, File Server, HRIS/HRMS, Human Resources, Human Resources Processes, Insurance, Interpersonal Skills, Interviewing Skills, Japanese Language, Leadership, Legal Standards, Maintain Compliance, Market Analysis, Market Trend Analysis, Metrics, Microsoft Office, Multilingual, Needs Assessment, Negotiation Skills, OSHA, Onboarding, Operational Strategy, Organizational Development/Management, Payroll Administration, Payroll Management, Performance Analysis, Performance Management, Performance Reviews, Presentation/Verbal Skills, Problem Solving Skills, Record Keeping, Regulations, Reporting Dashboards, Reporting Skills, Staff Policies, State Laws and Regulations, Systems Analysis, Time Management, Training/Teaching, Trend Analysis, Workplace Issues, Writing Skills
LOCATION
Santa Clara, CA
POSTED
30+ days ago
Sr. HR Generalist
Salary Range: $110k to $120k

The Senior Human Resource Generalist is responsible for managing and executing a wide range of HR functions to support the organization's strategic goals and day-to-day operations. This position plays a critical role in talent acquisition, benefits administration, employee relations, compliance, and employee engagement initiatives. The Senior HR Generalist also serves as a key advisor to leadership and a resource to employees across the organization, ensuring HR programs and processes are efficient, legally compliant, and aligned with company culture and values. Bilinugual Japanese speaking is required.

SUPERVISORY RESPONSIBILITIES
 
  • May oversee the scheduling, assignments, and daily workflow of subordinate HR staff.
  • May assist with and conduct constructive, timely performance evaluations.

ESSENTIAL DUTIES AND RESPONSIBILITIES

General HR Leadership & Compliance
  • Administer and maintain core HR functions, including recruiting, onboarding, compensation, benefits, employee relations, leave programs, and policy enforcement.
  • Serve as a point of contact for employee inquiries regarding policies, procedures, and workplace issues; escalate complex cases appropriately.
  • Develop and enforce HR policies in compliance with federal, state, and local laws, maintaining up-to-date knowledge of regulatory and best practice changes.
  • Coordinate and attend disciplinary actions, terminations, and internal investigations in accordance with legal and ethical standards.
Recruitment & Onboarding
  • Manage the full-cycle recruitment process, including drafting job descriptions, sourcing candidates, conducting interviews, and onboarding new hires.
  • Collaborate with department managers to understand required skills and competencies for roles.
  • Conduct and coordinate background checks, drug tests, employment verifications, and ensure proper documentation for new hires.
  • Facilitate orientation and onboarding to integrate new employees into the organization effectively.
Compensation, Benefits & Payroll
  • Conduct market benchmarking and analyze compensation and benefits trends to ensure competitive and market-aligned total rewards strategies.
  • Administer employee benefit programs (medical, dental, vision, life insurance, disability, 401(k), etc.), liaising with brokers and third-party providers as needed.
  • Support annual benefits renewals, open enrollment, and respond to employee benefit questions and claims.
  • Coordinate payroll processing and ensure compliance with wage and hour laws.
Performance Management, Training & Development
  • Assist in the development and execution of performance management systems and employee evaluation processes.
  • Monitor training and professional development programs, including compliance training, continuing education, and licensure requirements.
  • Lead or support initiatives for employee engagement, retention, recognition, and morale-building programs.
HR Systems, Documentation & Reporting
  • Maintain employee records in the HRIS and file server; audit information regularly to ensure data integrity and compliance.
  • Generate HR reports, metrics, and dashboards for leadership review.
  • Prepare and file compliance documents and reports such as EEO-1, ACA filings, and OSHA logs.
Immigration & Global Support
  • Coordinate immigration-related matters and documentation for international employees and work assignments (e.g., visas, sponsorships).
  • Collaborate with global HR teams (e.g., Japan, Germany, Ireland, Israel) to support employee assignments, travel compliance, and cross-border processes.
Other Responsibilities
  • Continuously assess administrative needs and propose improvements to enhance HR operations and efficiencies.
  • Participate in cross-departmental projects and serve as a resource for organizational change initiatives.
  • Perform other HR-related duties as assigned by leadership.

REQUIRED SKILLS AND ABILITIES
 
  • Excellent verbal and written communication skills.
  • Strong interpersonal, negotiation, and conflict-resolution skills.
  • Proven organizational and time management capabilities.
  • Analytical thinker with strong problem-solving abilities.
  • Ability to act with integrity, professionalism, and confidentiality.
  • Deep knowledge of employment law, HR compliance, and HR best practices.
  • Proficient in Microsoft Office and HRIS platforms (e.g., Paychex, ADP, Paylocity).

EDUCATION AND EXPERIENCE
 
  • Bachelor’s degree in Human Resources, Business Administration, or related field required.
  • At least 3–5 years of progressive human resource experience required; leadership or senior-level experience preferred.
  • SHRM-CP, PHR, or equivalent certification preferred.

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