Sr. HR Generalist

CXtec is a technology lifecycle company on a growth trajectory, investing in building a world-class people infrastructure that enables growth, accountability, exceptional employee experiences, and operational excellence.

About the Role

We are seeking a hands-on Sr. HR Generalist who will build, maintain ownership for execution, and continuously improve the systems, processes, programs, and frameworks that power the employee experience and ensure operational excellence. This is an opportunity for an HR builder who enjoys creating structure where none exists, developing scalable solutions, and driving meaningful organizational improvements.

The annual base salary range for this position, based out of Syracuse, NY, is $80,000 - $90,000. The actual salary offered will vary based on applicant’s relevant skills, education, experience, certifications, and geographic location. This position is located in Syracuse, NY or Norcross, GA and allows for a hybrid schedule.

What You Will Build & Own

Employee Lifecycle Management

• Build and own the complete employee lifecycle from onboarding through offboarding, ensuring a world-class, consistent experience at every stage.
• Design and enforce scalable processes, SOPs, documentation standards, and workflows.
• Ensure seamless, compliant employee transitions across all stages.
• Maintain full accountability for lifecycle execution quality, consistency, and outcomes.

Employee Relations & Performance Execution

• Serve as the primary HR partner for employee relations matters.
• Coach managers on performance management, employee development, and policy application.
• Lead investigations, documentation, corrective actions, and resolution processes.
• Ensure consistent, compliant application of HR policies and corrective action across all departments.
• Own the performance improvement plan (PIP) and related processes, ensuring managers are held accountable to performance standards.

Compensation & Pay Equity

• Design compensation structures, including job architecture, salary frameworks, and pay equity audits and alignment.
• Own annual compensation review cycles through clean data prep, HRIS administration, and manager communications.
• Execute all compensation changes, including offers, promotions, adjustments, and off-cycle decisions.
• Ensure consistent and compliant compensation practices aligned with internal standards and applicable legal requirements.

Culture and Engagement

• Develop programs that strengthen employee connection, engagement, and accountability.
• Support culture, engagement, and communication initiatives.
• Serve as the execution owner for employee engagement and satisfaction initiatives, partnering with the VP of HR on strategy and priorities while owning day-to-day administration and follow-through.
• Support managers with engagement-related coaching, resources, and best practices to improve employee experience and retention.

Compliance & Risk Management

• Own HR compliance, ensuring adherence to all federal, state, and local requirements.
• Ensure audit readiness through documentation integrity, recordkeeping, and policy enforcement.
• Build and enforce policies, identify compliance risks proactively, and implement corrective actions and process improvements.

HRIS & Process Management

• Command the HRIS as the system of record, ensuring data integrity, accuracy, and scalability across the employee lifecycle.
• Design and optimize HR processes (onboarding, offboarding, status changes) to ensure consistency, efficiency, and compliance.
• Establish and enforce standardized workflows, documentation, and system governance across HR operations.
• Identify gaps and implement process improvements to enhance efficiency, reduce risk, and maintain audit readiness.

Data, Reporting & Accountability

• Own HR data integrity across systems, reporting, and dashboards.
• Build and maintain reporting that provides visibility into HR operations, performance, and trends.
• Track and report on people-related metrics and operational KPIs tied to assigned responsibilities.
• Use data to identify trends, drive decisions, and recommend process improvements.

Who You Are

• You anticipate problems and propose solutions before they reach your manager's desk.
• You do not wait for direction; you create clarity where ambiguity exists.
• You are a self-starter who identifies gaps and builds solutions without being asked.
• You have built HR infrastructure from scratch, not just maintained someone else's system. You can point to specific examples of programs you have designed and implemented, processes, frameworks, or systems you created or significantly improved.
• You operate with high autonomy, extreme attention to detail, and have the agility to execute in a fast-paced environment.
• You connect HR execution directly to business outcomes. You understand that every process you build either accelerates or inhibits the company's growth.

Requirements

• Bachelor’s degree in Human Resources, Business, or related field.
• 7+ years of progressive HR experience with direct ownership across core HR functions.
• HR certification(s) preferred (PHR, SHRM – CP).
• Demonstrated ownership of employee relations, performance management, HR operations, and compliance.
• Experience supporting compensation programs and pay practices preferred.
• Specific, demonstrable evidence of building and improving HR programs, systems, processes, and infrastructure from scratch.
• Experience utilizing HRIS systems, reporting, and analytics.
• Proven ability to operate autonomously with minimal direction.
• Strong attention to detail, organization, and problem-solving skills.
• High level of personal and professional integrity with the ability to maintain confidentiality and handle sensitive information with discretion.
• Ability to work collaboratively across all levels of the organization.
• Strong interpersonal and communication skills, both verbal and written.
• High level of proficiency in Microsoft 365 (Word, Excel, PowerPoint, SharePoint, Outlook, Teams).

Benefits

• Health insurance and prescription drug coverage
• Dental and Vision insurance
• Company-paid life insurance and voluntary life options
• Company-paid short- and long-term disability and buy-up options
• Critical illness, accident, and hospital indemnity insurance
• Flexible spending accounts
• Identity Theft & Fraud Protection
• Legal Insurance
• Pet insurance
• Traditional and Roth 401(k) retirement plan with company match
• Employee Assistance Program
• Tuition reimbursement
• Paid vacation, sick/personal days, and holidays
• Flexible work arrangements

All offers of employment are conditional upon the successful completion and passing of a background check and drug test.