Description:
Senior HR Generalist
Purpose
Provide field-based HR support to team members and leaders, ensuring consistent execution of HR practices, responsive case handling, and strong follow-through on company initiatives. Serve as the first-line HR partner in the field, reporting to and backing up Field HR Operations team.
Key Contributions
• Independently resolve HR field support including ER cases, compliance tasks, investigations, and documentation.
• Serve as the first-line field HR partner and back up peer HR Generalists as needed.
• Back up peers across territories as needed
• Execute performance management standards performance management standards with minimal oversight.
• Provide HR presence during acquisitions as needed, supporting onboarding and transition needs.
• Drive execution of company HR initiatives (open enrollment, wellness events, contests, annual merit cycle) across assigned sites, including field leader accountability.
• Manage higher-complexity jurisdictions requiring deeper regulatory knowledge.
• Travel as needed, up to ~25% with overnights, for field support, investigations, acquisitions, and meetings.
Success Metrics
• ER case resolution: 90%+ of assigned cases closed within 5 business days; complex cases escalated with complete documentation and timely updates.
• Compliance execution: 100% of local HR tasks (reviews, coaching plans, investigations) executed accurately and on time, with minimal rework or correction needed.
• Acquisition support: 100% of assigned follow-up tasks completed within 30 days of engagement.
• Company initiative execution: 100% of assigned sites complete HR program requirements on time.
• Leader partnership: = 90% of managers view HR as a responsive, trusted first contact—not just a case processor.
• Independent judgment: demonstrated ability to correctly identify which matters require escalation versus independent resolution, validated through case audit.
Growth Impact
• Reduces senior HR escalations by resolving local issues quickly and independently.
• Lowers legal and regulatory risk through compliant HR support in higher-risk jurisdictions.
• Reduces acquisition integration costs by handling routine transition work directly.
• Supports retention and engagement by driving field-level program completion.
• Reduces hiring costs and risk by building an internal pipeline for HR Business Parter roles.
Capabilities & Strengths
• Trusted Partnership & Influence: Builds credibility with field and regional leaders, balances employee advocacy with business needs, and influences action without relying on direct authority.
• Sound Judgment & Problem-Solving: Assesses sensitive and complex people matters objectively, identifies risk, and delivers practical, timely solutions aligned with company standards.
• Leadership Coaching & Accountability: Develops leader capability through direct coaching, clear expectations, and consistent follow-through while maintaining confidentiality and professionalism.
Requirements:
Required Qualifications
• 5-7 years of progressive human resources experience, including hands-on employee relations, performance management, investigations, and leader coaching in a field-based or multi-location environment.
• Direct hands-on experience with California employment law required, given the territory scope.
• Working knowledge of federal and multi-state employment laws across all operating states.
• Ability to travel up to approximately 25%, including overnight travel, and proficiency with HRIS platforms, Microsoft Office, and HR reporting tools.
Preferred Qualifications
• Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent relevant experience considered.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience supporting acquisitions, organizational change, or a private equity-backed, high-growth home services or field operations organization.