HR Generalist - Hybrid

Role Summary

The HR Generalist serves as a trusted People partner responsible for driving and operationalizing talent programs, employee lifecycle processes, and workforce initiatives across North America. You will operate with a high degree of autonomy, partnering closely with HR Business Partners and HR Centers of Excellence to deliver scalable solutions, improve employee experiences, and enable business outcomes. You bring deep HR expertise, strong business acumen, and the ability to independently lead initiatives from concept through execution. You're comfortable taking broad direction, identifying requirements, recommending solutions, and driving implementation with minimal oversight. You'll be expected to proactively identify opportunities for improvement, influence stakeholders, and serve as a subject matter resource across key People Success programs and processes. As a key member of the North America People team, you help bridge strategic HR priorities and operational excellence, allowing HR Business Partners to remain focused on business strategy while ensuring the successful delivery of talent and employee experience initiatives.

This is a Hybrid position located in a hub location of Frisco, TX, San Jose, CA, Newport Beach, CA, or New York City, NY. You will be required to be onsite on an as-needed basis, typically 1-4 days per month. We are only considering candidates within a commutable distance to these locations and are not offering relocation assistance at this time.

Key Responsibilities

• Employee Lifecycle Leadership
  • Own and continuously improve employee lifecycle processes across North America, ensuring a seamless, compliant, and positive employee experience.
  • Lead onboarding and integration activities, identifying opportunities to enhance effectiveness, manager readiness, and employee engagement.
  • Manage complex employee transitions, offboarding activities, and organizational changes while partnering across HR and business stakeholders.
  • Serve as a trusted advisor and resource to HRBPs, managers, and employees on employee lifecycle matters and HR processes.
  • Identify trends, recurring issues, and process gaps and recommend scalable solutions.
• Strategic HRBP Partnership
  • Act as an extension of the HRBP team, independently driving initiatives and managing operational components of workforce and talent strategies.
  • Lead project management and execution of organizational changes, workforce planning initiatives, restructures, and employee transitions.
  • Partner with HRBPs to develop recommendations, prepare business cases, and execute people-related initiatives.
  • Anticipate stakeholder needs, proactively identify risks, and drive action plans to resolution.
  • Facilitate cross-functional collaboration to ensure successful implementation of People Success initiatives.
• Ownership of Annual People Programs
  • Serve as a primary coordinator and process owner for annual talent programs across North America, including: Performance Management, Goal Setting and Reviews, Talent Reviews and Succession Planning, Compensation Planning and Merit Cycles, Employee Engagement Surveys, and Recognition Programs.
  • Drive program readiness, stakeholder communication plans, participation strategies, and milestone management.
  • Monitor program effectiveness, identify improvement opportunities, and recommend enhancements.
  • Ensure data accuracy, process governance, and compliance across all annual people programs.
• Workforce Insights & People Analytics
  • Develop and deliver workforce insights that enable data-driven decision making.
  • Analyze trends in attrition, performance, engagement, organizational health, onboarding effectiveness, workforce movement, and talent outcomes.
  • Translate complex data into actionable recommendations for HRBPs and leaders.
  • Create executive-ready dashboards, presentations, and reporting packages for business reviews and talent discussions.
  • Leverage data to identify risks, recommend solutions, and measure the effectiveness of People Success initiatives.
• Process Improvement & Operational Excellence
  • Own and continuously enhance HR processes, workflows, documentation, and employee experiences.
  • Drive process simplification, automation, and efficiency initiatives across North America People Success operations.
  • Establish and maintain SOPs, governance practices, and process documentation.
  • Lead cross-functional problem-solving efforts and serve as a key stakeholder in process redesign initiatives.
  • Ensure compliance with employment regulations, company policies, and People Success practices.
  • Look for ways to effectively connect leaders to information and training they need to manage their people leader responsibilities.
• Talent & Organizational Development
  • Partner with Talent Development and HRBPs to drive employee and leadership development initiatives.
  • Lead operational planning and execution of talent programs, leadership development efforts, workshops, and employee growth initiatives.
  • Measure participation, impact, and program effectiveness and recommend improvements based on insights.
  • Support succession planning, high-potential talent programs, and organizational capability-building efforts.
• Cross-Functional Leadership & Influence
  • Build strong relationships across Payroll, Benefits, HR Operations, Compliance, Talent Acquisition, People Analytics, and People Systems teams.
  • Influence decisions and drive alignment across multiple stakeholders to deliver high-quality employee experiences.
  • Lead end-to-end coordination of complex employee transactions and HR initiatives.
  • Serve as a resource and subject matter expert on People Success processes and best practices.
  • Participate in special projects and broader organizational initiatives that support business growth and operational excellence.

Key Skills & Qualifications

• 7+ years of progressive HR experience with strong expertise across employee lifecycle management, talent processes, and HR operations.
• Proven ability to independently lead projects and initiatives with limited direction.
• Strong business acumen and ability to connect people strategies to business outcomes.
• Experience supporting organizational change, workforce planning, and talent initiatives.
• Advanced analytical, reporting, and problem-solving capabilities.
• Ability to interpret data and provide actionable recommendations.
• Exceptional project management and prioritization skills.
• Strong executive presence, communication, and stakeholder management abilities.
• Demonstrated experience driving process improvement and operational excellence initiatives.
• Sound judgment, discretion, and ability to navigate sensitive employee matters.
• Ability to influence without authority and build credibility across all organizational levels.

Benefits

• Bonus Program
• 401k Retirement
• Medical, Dental, Vision, Basic Life, Short Term Disability and Long-Term Disability Coverage
• Paid Parental Leave
• Support and Community Involvement
• 14 Paid Company Holidays
• Unlimited Paid Time Off for Exempt Employees
• 96 Hours of Sick Time and 120 Hours of Vacation for Non-Exempt Employees Accrued Each Year

Pay

USD $95,890.00/Yr. - USD $157,540.00/Yr. depending on experience and qualifications.