The Senior Human Resources Generalist is a strategic and hands-on HR professional responsible for supporting the full employee lifecycle, including talent acquisition, onboarding, employee relations, performance management, leave administration, compliance, HR systems administration, employee engagement, and organizational development initiatives.Reporting to the Senior Director of Human Resources, this role partners closely with leaders and employees across the organization to foster a positive workplace culture, ensure compliance with employment laws and regulations, and drive operational excellence through effective people practices. The ideal candidate combines strong HR expertise with sound business judgment, analytical capabilities, and the ability to build trusted relationships across all levels of the organization.This position plays a key role in leveraging workforce data and HR analytics to identify trends, support strategic decision-making, and contribute to the continued growth and success of the organization.Key ResponsibilitiesTalent Acquisition & Workforce PlanningManage full-cycle recruitment efforts across all departments, from requisition approval through onboarding.Partner with hiring managers to assess workforce needs and develop effective recruitment strategies.Create, maintain, and update job descriptions and position requirements.Source and attract qualified candidates through job boards, professional networks, social media platforms, employee referrals, and community partnerships.Screen applicants, coordinate interviews, facilitate candidate communications, and guide hiring decisions.Prepare employment offers and oversee pre-employment and onboarding processes.Monitor and analyze recruitment metrics, including time-to-fill, source effectiveness, candidate pipeline activity, and new-hire retention.Support workforce planning, talent management, and succession planning initiatives.Employee Relations & Performance ManagementServe as a trusted HR resource for employees and managers regarding workplace concerns, policies, and employment-related matters.Partner with leaders to address performance concerns through coaching, development planning, corrective action, and documentation.Conduct or support workplace investigations and employee relations matters.Facilitate conflict resolution and recommend solutions aligned with organizational values and employment regulations.Assist leaders in promoting accountability, engagement, and high-performance team cultures.Foster an inclusive, respectful, and positive work environment.Leave Administration, Workers' Compensation & Employee SupportAdminister employee leave programs, including FMLA, ADA accommodations, military leave, personal leaves, and return-to-work processes.Coordinate workers' compensation claims and return-to-work programs in partnership with operational and safety teams.Maintain accurate leave, accommodation, and workers' compensation records.Serve as a resource to employees and managers regarding leave and accommodation processes.Support employee wellness initiatives and Employee Assistance Program (EAP) resources.HR Operations & HRIS AdministrationMaintain accurate, confidential employee records and personnel files.Ensure HRIS data integrity and optimize workflows within BambooHR and related systems.Manage employee status changes, onboarding documentation, and employment records.Generate and maintain workforce reports related to headcount, turnover, recruiting activity, attendance, and demographics.Identify opportunities to streamline and improve HR processes, systems, and operational efficiencies.HR Analytics & ReportingDevelop and maintain HR metrics, dashboards, and reporting tools to support data-driven decision-making.Analyze trends related to recruitment, retention, turnover, employee engagement, attendance, performance management, and employee relations.Prepare monthly, quarterly, and ad hoc reports for HR and executive leadership.Identify workforce risks, trends, and opportunities and provide actionable recommendations.Support workforce forecasting and strategic staffing initiatives through data analysis and reporting.Present workforce insights in a clear, concise, and meaningful manner.Compliance & Risk ManagementEnsure compliance with all applicable federal, state, and local employment laws and regulations.Maintain current knowledge of labor and employment laws, including FLSA, FMLA, ADA, USERRA, Title VII, ADEA, OSHA, ACA, and Nevada employment regulations.Support audits, compliance reviews, and regulatory reporting requirements.Assist in the development, implementation, and administration of HR policies, procedures, and best practices.Partner with leaders to promote workplace safety and risk management initiatives.Maintain strict confidentiality and safeguard sensitive employee information.Employee Engagement & Internal CommunicationsDevelop and distribute employee communications, policy updates, organizational announcements, and HR-related resources.Support employee recognition, engagement, and culture-building initiatives.Assist with employee surveys, feedback programs, and action-planning efforts.Maintain onboarding materials, employee resources, and employee handbook content.Support communications related to organizational changes and strategic HR initiatives.Leadership & Business Partnership CompetenciesStrong business acumen and understanding of organizational objectives and operational priorities.Ability to balance employee advocacy with business needs while maintaining fairness, consistency, and compliance.Sound judgment and decision-making skills when navigating complex employee situations.Ability to influence and coach leaders using data, HR best practices, and practical business solutions.Proven ability to build credibility and trusted partnerships across all levels of the organization.Exceptional interpersonal, communication, and relationship-building skills.Strong critical-thinking, problem-solving, and conflict-resolution capabilities.Ability to handle sensitive matters with professionalism, discretion, empathy, and accountability.Required QualificationsBachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and experience.Minimum of 7 years of progressive Human Resources experience in a fast-paced and complex work environment.Demonstrated experience managing full-cycle recruitment and talent acquisition programs.Proven experience handling employee relations matters, workplace investigations, conflict resolution, and performance management.Experience administering leave programs, workplace accommodations, and workers' compensation claims.Strong working knowledge of employment laws and HR compliance requirements.Experience utilizing HRIS platforms and workforce reporting tools.Advanced analytical skills with experience developing and interpreting HR metrics and workforce data.Excellent verbal, written, and interpersonal communication skills.Strong organizational, project management, and time-management abilities.High attention to detail and commitment to accuracy.Ability to manage multiple priorities and deadlines effectively.Proficiency with Microsoft Office Suite and HR technology platforms.High level of professionalism, discretion, and confidentiality.Preferred QualificationsSHRM-CP, SHRM-SCP, PHR, or SPHR certification.Experience with BambooHR or similar cloud-based HRIS platforms.Experience supporting nonprofit, healthcare, veterinary, service-based, or mission-driven organizations.Physical Requirements & Work EnvironmentAbility to work onsite in a professional office environment.Comfortable working in a facility that includes service dogs and exposure to dog dander and animal hair.Ability to operate standard office equipment and technology.Flexibility to work occasional evenings, weekends, or special events as business needs require.May be required to support employees and operational needs outside traditional business hours.Compensation$85K – $115K annually, depending on experience and qualifications#J-18808-Ljbffr