HR Generalist (People Operations)
Job Summary
The HR Generalist (People Operations) is a hands-on, front-line role that combines people-operations execution with real employee-relations capability during a period of rapid growth and an evolving HR model. Reporting to the Director of HR & Talent, this person supports a growing, multi-state workforce that includes on-site and remote employees, and is a front-line point of resolution for employee and manager issues.
Key Responsibilities
Employee Relations (First-Level, Shared with Payroll/HR Specialist): Serve as a front-line point of resolution for employee and manager concerns; conduct intake and consultations on routine and moderately complex issues.
Partner with the Payroll/HR Specialist to share and distribute ER intake and caseload; as the on-site resource, this role will typically catch more in-person and walk-in intakes, while both coordinate coverage.
Draft, review, and deliver corrective-action and disciplinary documentation (verbal and written warnings, performance documentation) consistent with policy and applicable state and federal requirements.
Provide employee counseling and conflict resolution for day-to-day matters; document interactions appropriately.
Advise and coach managers and supervisors on performance, policy application, and standard ER workflows.
Assist with workplace investigations under senior HR direction; escalate complex, high-risk, or novel matters to the Senior HRBP or Director.
People Operations & Coordination
Own onboarding execution: Day-1 readiness, scheduling, new-hire setup, and the full offer-to-start process.
Maintain accurate employee records and personnel files in compliance with retention and confidentiality requirements.
Provide on-site presence and support for in-office and frontline staff; route questions to the correct owner.
Cover leave, accommodation logistics, and benefits enrollment across a multi-state and remote workforce, in partnership with the company's benefits and shared-services model.
Support consistent HR process flow and prevent operational breakdowns as headcount scales.
Payroll & HRIS Backup (Secondary)
Serve as the cross-trained backup to the Payroll/HR Specialist for the HRIS and payroll; this is a backup function, not the primary ownership.
Cover payroll and HRIS entry, changes, and processing during absences or peak periods to ensure continuity.
Maintain working proficiency in the HRIS to support data accuracy and reporting when needed.
Policies, SOPs & HR Model Development
Partner on policy enforcement and consistent application across the workforce.
Draft, recommend, and maintain HR policies and standard operating procedures; provide input as the HR model evolves and matures.
Contribute ideas and process improvements to build scalable HR infrastructure in partnership with the Director and Senior HRBP.
Support handbook updates, required workplace postings, and audit preparation.
Compensation & Performance Support
Provide compensation support: job-pricing input, offer preparation, and pay-range checks against market and internal bands (in the HR lane; defers modeling to Finance).
Support the performance cycle: coordinate review timing and workflow, and assist managers with performance improvement plans (PIPs) and documentation.
Compliance & Administration
Support multi-state employment-law compliance for on-site and remote employees: wage-and-hour records, required notices, I-9 and E-Verify, and pay-transparency practices across applicable jurisdictions.
Support audits, unemployment claims, verifications of employment, and related administrative processes.
Qualifications
Bachelor's degree in Human Resources, Business, or related field, or equivalent experience.
3 to 5 years of progressive HR experience, including hands-on employee relations.
Demonstrated experience conducting consultations, drafting corrective-action and disciplinary documentation, and advising managers.
Experience drafting or maintaining HR policies/SOPs and supporting performance and compensation processes.
Working knowledge of employment law across multiple states, wage-and-hour rules, and progressive discipline practices; California experience a plus.
Hands-on HRIS and/or payroll experience with strong data accuracy; ability to cross-train as payroll backup.
Demonstrated discretion handling confidential and sensitive employee matters.
Strong organization, prioritization, and follow-through in a high-volume, on-site environment.
Preferred Experience
In manufacturing, industrial, or other frontline-workforce environments.
Experience with a PEO or shared-services HRIS platform.
PHR, SHRM-CP, or equivalent HR certification; multi-state compliance experience preferred.
Experience supporting a high-growth or scaling organization.