Lead Human Resources Generalist

Summary

The Lead Human Resources Generalist serves as a senior HR professional and operational leader within the Human Resources department. This position partners closely with the Director of Human Resources to oversee employee relations, workplace investigations, compliance initiatives, benefits administration, leave management, policy development, and HR operational effectiveness.

This role is ideal for a self-directed HR professional who takes ownership, exercises sound judgment, and proactively identifies solutions to complex employee and organizational challenges. The successful candidate serves as a trusted advisor to leaders and employees, provides guidance and mentorship to HR team members, and helps ensure HR programs, policies, and processes are administered consistently, effectively, and in compliance with applicable laws and regulations.

The Lead HR Generalist is expected to operate with a high degree of independence, influence outcomes without relying solely on formal authority, and help develop the overall capabilities, knowledge, and effectiveness of the HR team.

Benefits
·  Robust 401 (k) program with safe harbor and profit share (no match required)
·  Excellent health, dental, and vision insurance
·  Flexible PTO 
·  8 Paid holiday
·  Collaborative and supportive culture

Responsibilities

Employee Relations & Workplace Investigations

· Serve as the lead HR resource for employee relations matters, workplace conflict, disciplinary issues, policy interpretation, and performance concerns

· Conduct and oversee workplace investigations involving employee complaints, policy violations, harassment, discrimination, and other sensitive workplace matters

· Provide guidance and coaching to managers regarding employee relations issues, corrective action, performance management, and employment law compliance

· Evaluate investigation findings, assess organizational risk, and develop recommendations for resolution

· Support termination decisions, complex employee matters, and conflict resolution efforts

· Identify employee relations trends and recommend proactive solutions that strengthen organizational effectiveness and reduce risk

Compliance, Policy & Risk Management

· Provide oversight and direction for HR compliance programs, audits, and regulatory reporting activities

· Research and interpret federal, state, and local employment laws and recommend policy, procedural, or operational changes as needed

· Lead the review, development, implementation, and maintenance of HR policies, procedures, forms, and standard operating procedures

· Review audit findings, identify compliance concerns, and coordinate corrective action efforts

· Support external audits and ensure HR records, processes, and documentation remain audit-ready

· Serve as a subject matter resource regarding HR compliance and employment law matters

Benefits, Leave & Employee Programs

· Provide oversight and guidance for benefits administration, leave management, and employee programs while ensuring compliance with applicable laws and company practices

· Serve as an escalation resource for complex benefits, leave, and accommodation matters

· Support 401(k) administration, annual audits, and vendor partnerships as needed

· Assess existing programs and recommend improvements that enhance employee experience, compliance, and operational efficiency

Operational HR Leadership

· Provide day-to-day leadership, direction, and support to HR Generalists and HR Specialists

· Assist in prioritizing workload, identifying resource needs, and ensuring timely completion of HR responsibilities

· Review work for quality, accuracy, consistency, and compliance

· Identify opportunities to improve HR processes, systems, workflows, and service delivery

· Partner with the Director of Human Resources on department initiatives, projects, audits, reporting, and organizational priorities

· Support annual review processes, compensation initiatives, and other strategic HR activities

Team Development

· Mentor and develop HR team members through coaching, knowledge sharing, and ongoing guidance

· Assist with onboarding and training of new HR personnel

· Promote accountability, continuous improvement, cross-training, and operational consistency within the HR team

· Foster a culture of initiative, problem-solving, professional growth, and excellent customer service

· Lead by example through professionalism, responsiveness, sound judgment, and a commitment to organizational success

Other

· Physical demands include long hours sitting, using a computer, standing, pulling/pushing, walking, lifting, and climbing

· Flexible schedule required to accommodate varying availability

· Limited travel may be required as needed

· Other duties, activities, and responsibilities may vary and change as assigned

Education & Experience

· Bachelor’s degree in Human Resources, Business Administration, or related field; equivalent work experience may substitute for education

· Minimum of 4 years of progressively responsible Human Resources experience in employee relations, compliance, investigations, policy administration, benefits administration, or related HR disciplines required.

· Demonstrated experience researching and interpreting employment laws, regulations, and HR best practices is required.

· Strong written communication, analytical, organizational, and problem-solving skills required.

· Experience mentoring, coaching, or leading projects and initiatives required.