Senior HR Generalist

Position Description

The Sr. HR Generalist is a frontline people partner embedded in PAR’s People Operations team, supporting managers and employees across a multi-state, North America workforce. This role is the day-to-day point of contact for employee experience, employee relations, and performance management — ensuring people practices are applied consistently, equitably, and in alignment with PAR policy and applicable employment law.

This role works closely with People Strategy Partners on organizational effectiveness and escalated matters, and with People Experience & Digital Partners to drive adoption of people programs and tools.

What We’re Looking For

• 4-7 years of progressive HR experience spanning employee relations, performance management, and HR generalist functions.
• Working knowledge of U.S. federal and multi-state employment law (Title VII, ADA, FMLA, FLSA).
• Demonstrated ability to advise managers on employee situations, policy interpretation, and workplace concerns with sound, independent judgment.
• Experience conducting or supporting workplace investigations and documenting findings in a clear, objective manner.
• Strong coaching and communication skills; comfortable facilitating conversations with employees and managers at all levels.
• Proficiency with HRIS and case management platforms (ADP, Freshservice, or equivalent).

Additional Skills

• SHRM-CP, PHR, or equivalent HR certification is a plus, but not required.
• Experience supporting HR in a global SaaS, technology, or high-growth organization is a plus, but not required.
• Experience supporting sizable non-exempt populations is also a plus!
• Familiarity with HR case management practices and SLA-driven service delivery models is a plus, but not required.
• Experience working within a tiered HR model is a plus, but not required.

Unleash Your Potential

• Serve as an accessible, visible HR resource for employees and managers, contributing to a positive, inclusive workplace culture across PAR’s North America footprint.
• Support meaningful employee lifecycle moments — onboarding, role changes, leaves of absence, and offboarding — ensuring a consistent and engaging experience.
• Facilitate awareness and adoption of People programs, including engagement surveys, recognition initiatives, and policy updates.
• Identify and escalate emerging organizational trends, culture signals, or workforce risks to People Strategy Partners in a timely manner.

• Act as the first point of contact for employee concerns, workplace conflicts, and HR policy questions, providing timely, objective, and empathetic guidance.
• Conduct and document preliminary investigations into employee relations matters; partner with legal counsel and senior HR on complex or sensitive cases.
• Interpret and consistently apply HR policies in accordance with applicable federal, state/provincial, and local employment laws across U.S. and Canadian jurisdictions.
• Maintain accurate case records in PAR’s HR case management system and contribute to trend reporting to proactively surface recurring issues.

• Support managers through all stages of the performance cycle — goal-setting, mid-year check-ins, and year-end reviews — ensuring consistency and fairness across the business.
• Guide the development of performance improvement plans (PIPs) and coaching documentation, balancing manager support with employee due process.
• Provide coaching to managers on delivering effective feedback, building team capability, and navigating difficult conversations.
• Partner with People Strategy Partners on talent reviews and organizational effectiveness discussions aligned to business unit needs.

• Deliver seamless HR operations and maintain the integrity of our people systems and processes.
• Support key People programs, including compensation cycles, engagement initiatives, and leave administration.
• Drive continuous improvement by finding smarter, more effective ways to support employees and managers.
• Leverage AI tools to streamline HR case documentation, and accelerate the development of manager coaching resources and communications.

Interview Process

• Interview #1: Video Screen with Talent Acquisition Team
• Interview #2: Video interview with the Hiring Manager (via MS Teams)
• Interview #3: Video interview with the Head of Global People Operations (via MS Teams)

Company Information

• PAR Technology Corporation (NYSE: PAR) has been a leader in restaurant technology, empowering brands worldwide to create lasting connections with their guests.
• We offer Unified Customer Experience solutions, combining point-of-sale, digital ordering, loyalty and back-office software solutions as well as industry-leading hardware and drive-thru offerings.
• To learn more, visit partech.com or connect with us on LinkedIn, X (formerly Twitter), Facebook, and Instagram.

Equal Employment Opportunity

PAR Technology Corporation is an Equal Opportunity Employer and provides reasonable accommodations to individuals with disabilities in accordance with applicable laws. If you require reasonable accommodation to complete a job application, pre-employment testing, a job interview or to otherwise participate in the hiring process, or for your role at PAR, please contact accommodations@partech.com.

Compensation Range

$80K - $95K