Sr. Human Resources Generalist

Position Summary

Elite Interactive Solutions is seeking an experienced Senior Human Resources Generalist to manage the employee lifecycle to provide positive employee experience.

This hands-on, in-house role serves as a strategic partner to managers and employees, supporting key human resources functions while fostering a positive and engaging culture. This role provides guidance on performance management, employee relations, talent acquisition, training & development, HR policies and procedures, and organizational effectiveness.

The Senior HR Generalist leads employee engagement and retention initiatives, analyzes workforce trends, and implements programs that enhance employee engagement and organizational culture. The role also ensures compliance with employment laws and company policies, dives continuous improvement, and promotes initiatives that support employee growth and organizational success.

Key Responsibilities

• Employee Lifecycle: Enables timely and effective delivery of core day-to-day HR operations impacting employee lifecycle, including talent acquisition, onboarding & orientation, training & development, performance management, employee engagement.
• Talent Acquisition: Recruits, interviews, assesses, and facilitates the hiring of qualified job applicants for open positions across Operations, Security, Technical/Field Operations, Accounting & Finance, Sales, IT, and Corporate; collaborates with departmental managers to understand skills and competencies required for openings; recruits across multiple levels, including management, professional, technical, and operational positions.
• Payroll & Benefits: Owns the processing and submittal for bi-weekly payroll (Paylocity) and related post-processing reporting; ensures smooth integration to ancillary payroll touch-point processing, such as 401k, health benefits, COBRA administration, etc.
• Onboarding & Orientation: Supports onboarding, orientation, and 30/60/90-day plans of all new employees to provide consistent, positive employee experience.
• Offboarding: Coordinates offboarding activities, including required documentation, internal communications, company property, system access, and separation requirements to ensure smooth process for employees and managers.
• Training & Development: Creates, delivers, and manages training, development, and career growth opportunities and records within HRIS to support internal advancement and continued skill development.
• Performance Management: Consults with managers regarding employee discipline and performance opportunities; investigates workplace situations and claims; supports decision making related to employment updates and changes.
• Employee Engagement: Develops and implements employee engagement initiatives aligned with organizational goals and values; promotes a culture of recognition, accountability, collaboration, and continuous improvement.
• Change Management: Supports change strategies, communications, and adoption activities for new or updated HR processes, programs, and special projects.
• Employee Relations: Provides advice to managers and supervisors regarding employee relations and performance issues to ensure consistency across organization.
• Organizational Design: Partners with leadership to understand departmental needs and structure, updates job descriptions, provides communication recommendations, and updates system documentation.
• HRIS: Maintains accurate employee records and program data in HRIS (Paylocity).
• HR Reporting & Analytics: Prepares recurring and ad hoc operational reports, including headcount, new hires, promotions, departures, turnover, and training.
• HR Compliance: Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; review policies and practices to maintain compliance.
• Process Improvement: Identifies and implements process improvements that increase efficiency, consistency, and employee experiences of HR programs, utilizing AI tools to optimize workflows.
• Special Projects: Develops and implements special projects as requested; projects may be of a moderately complex nature and require some knowledge and understanding of a particular area within the Human Resources arena.

Estimated Priorities

• Talent Acquisition: 40%
• HR Processes (Onboarding, Orientation, Performance Management, Training, Offboarding): 25%
• Payroll & Benefits: 20%
• Employee Engagement & Relations: 15%