People Ops - Senior HR Generalist

Key Responsibilities

• Onboarding & Offboarding Documentation: Authorize and execute novel personnel files, validate I-9 statutory employment compliance, and configure records within the internal HRIS.
• Readiness: Partner across technical infrastructure and divisional heads to guarantee hardware allocation, system provisioning, and seamless operational onboarding.
• Orientation: Direct introductory briefings detailing corporate values, regulatory standards, and initial selections for staff perk packages.
• Separation: Oversee termination workflows by recovering corporate hardware, terminating credentials, distributing mandatory COBRA documentation, and executing departure evaluations.
• Benefits Administration Support: Liaise continuously with the Rippling PEO framework to resolve routine coverage questions and guide team members through option selections or insurance inquiries.
• Lifecycle Updates: Execute perk allocations for recent arrivals, handle modifications driven by significant personal updates, and supervise annual open-enrollment modifications.
• Reconciliation: Update staff rosters directly inside insurance carrier systems while systematically auditing monthly premium statements for accuracy.
• Leave Tracking: Coordinate the comprehensive documentation and compliance oversight for FMLA instances, localized statutory absences, and short-term or long-term disability requests.
• Payroll Support Timekeeping: Gather and carefully audit staff timesheet submittals prior to every scheduled compensation cycle.
• Data Submission: Deliver updated transactional variables—including additions, exits, and classification adjustments—to the external processing vendor.
• Compliance Records: Confirm that active personnel maintain valid tax withholding forms and verified electronic payment pathways within company archives.

Employee Records & HRIS

• HRS Integrity: Sustain pristine, real-time staff profiles inside the Rippling digital ecosystem.
• Data Maintenance: Execute modifications regarding professional designations, base pay adjustments, reporting hierarchies, and structural cost centers.
• Rosters: Preserve the structural integrity of corporate hierarchies, internal contact lists, and official digital document repositories.
• Analytics: Compile regular workforce metrics spanning current staff counts, voluntary or involuntary departures, and statutory regulatory benchmarks.

Mandatory Postings

• Engage alongside our PEO partner to guarantee the accuracy and availability of national and regional workspace notifications.
• Distribute and monitor progress for obligatory organizational modules, including workplace safety directives and anti-harassment initiatives.
• Prepare and submit formal EEO-1 questionnaires alongside other necessary government transparency filings.
• Secure and archive executed receipts confirming staff awareness of updated internal guidelines.

Employee Relations & Engagement

• Act as the primary internal resource for workforce queries regarding corporate standards, comprehensive perks, and general initiatives.
• Conduct comprehensive internal evaluations of workspace grievances while creating meticulous evidence logs.
• Orchestrate company-wide staff appreciation frameworks and targeted cultural connection projects.
• Organize and facilitate regular professional assessment calendars alongside early-stage feedback evaluations for incoming colleagues.

Learning & Development

• Identify and coordinate proprietary or third-party educational modules aligned with discovered skills deficiencies.
• Oversee instructional asset libraries and monitor accountability tallies inside our learning tracking environment.
• Facilitate introductory tracks for newly promoted supervisors while supplying operational playbooks and tactical reference materials.