Senior HR Generalists

The Senior HR Generalist serves as the primary operational partner to the Vice President of Human Resources and plays a critical role in supporting all aspects of Human Resources for a growing organization of approximately 150 employees.

This position is responsible for the complete administration of the company's bi-weekly payroll process, ensuring employees are paid accurately, timely, and in compliance with all applicable federal, state, and local regulations. In addition to payroll ownership, the Senior HR Generalist supports employee relations, recruiting, onboarding, benefits administration, compliance, leave administration, performance management, HRIS administration, policy development, employee engagement, and organizational initiatives.

This is a highly visible, hands-on role requiring exceptional attention to detail, sound judgment, strong organizational skills, and the ability to work independently while partnering closely with leadership. The ideal candidate is proactive, solution-oriented, comfortable using technology and AI responsibly, and continuously seeks opportunities to improve HR processes and the overall employee experience 

Key Responsibilities

Payroll Administration & HRIS Management

Serve as the primary administrator and owner of the company's bi-weekly payroll process.

Responsibilities include:

• Process bi-weekly payroll accurately and on schedule for approximately 150 employees. 
• Review payroll for  accuracy prior to processing. 
• Maintain employee compensation records. 
• Process new hires, promotions, transfers, terminations, salary adjustments, bonuses,      commissions, and retroactive pay. 
• Administer payroll deductions, garnishments, benefit deductions, and tax withholdings. 
• Maintain payroll records in compliance with federal and state regulations. 
• Reconcile payroll reports and partner with Finance regarding payroll reporting and      accounting. 
• Respond promptly to employee payroll questions and resolve discrepancies. 
• Serve as primary HRIS administrator while maintaining employee data integrity. 
• Generate payroll and HR reports for leadership. 
• Identify opportunities to automate payroll and HR administrative processes. 

Employee Relations & HR Support

• Serve as the primary point of contact for employee HR questions and concerns. 
• Partner with the VP of HR to investigate employee relations matters. 
• Coach managers on employee performance and workplace issues. 
• Maintain documentation related to employee matters. 
• Foster a positive, respectful, and inclusive workplace culture. 

Talent Acquisition & Onboarding

• Manage job postings across multiple recruiting platforms. 
• Screen applicants and coordinate interviews. 
• Prepare offer letters and employment documentation. 
• Coordinate background checks and pre-employment screenings. 
• Manage onboarding activities to ensure a positive employee experience. 
• Continuously improve onboarding processes. 

Benefits Administration

• Administer employee benefit programs. 
• Process enrollments, changes, and terminations. 
• Coordinate annual Open Enrollment. 
• Serve as liaison with benefit vendors. 
• Respond to employee benefit inquiries. 
• Maintain benefits records and reporting. 

HR Compliance & Recordkeeping

• Maintain accurate personnel files. 
• Ensure compliance with federal, state, and local employment laws. 
• Manage I-9 compliance.      
• Track required labor postings. 
• Assist with handbook updates and policy revisions. 
• Maintain confidentiality of employee information. 
• Support internal audits and compliance initiatives. 

Leave Administration

Coordinate employee leaves including:

• FMLA 
• ADA accommodations 
• Workers' Compensation 
• State Leave Programs 
• Personal Leave 

Ensure documentation and communication remain compliant throughout the leave process.

Performance Management & Employee Development

• Support annual performance review process. 
• Coordinate employee training initiatives. 
• Track required certifications and compliance training. 
• Assist managers with employee development planning. 
• Support employee engagement initiatives. 

Policies, Procedures & HR Projects

• Develop and update HR policies. 
• Improve HR forms and workflows. 
• Support retention initiatives. 
• Assist with employee recognition programs. 
• Participate in special HR projects. 
• Recommend process improvements that improve efficiency and consistency. 

AI, Technology & Process Improvement

Leverage AI and technology responsibly to improve HR operations while maintaining confidentiality and human oversight.

Examples include:

• Drafting communications 
• Improving documentation 
• Organizing HR information 
• Creating reports 
• Streamlining repetitive administrative work 
• Identifying workflow improvements 
• Supporting HR analytics and reporting