We're looking for a Senior HR Generalist who wants more than a seat at the table — you'll help set the agenda. As a trusted advisor to leaders across the business and a direct partner to our CHRO, you'll own onboarding our newest employees, assist with employee relations, drive compliance in a highly regulated federal contracting environment, and shape the programs that keep our workforce engaged and growing. This is a role for someone who's equally comfortable coaching a manager through a tough conversation, untangling a compliance question, and building the kind of culture that makes people want to stay.You'll thrive here if you like variety, move fast without cutting corners, and want your fingerprints on real outcomes — not just processes.WHAT YOU'LL ACCOMPLISH IN YOUR FIRST 6 MONTHSWe believe in tangible impact from day one. Here's what success looks like:Fully learn our HR systems (Paycom, Deltek Costpoint) and take ownership of at least one end-to-end employee relations case, from intake to resolution.Partner with the CHRO to audit current compliance posture (VEVRAA, EEO, Disability) and deliver a gap-closure plan ahead of the next audit cycle.Redesign or refresh at least one core process — onboarding, offboarding, or performance review cycle — based on data and manager feedback.Build credibility as a go-to advisor: managers should feel comfortable bringing you performance and coaching questions unprompted by month six.Present your first HR metrics readout (turnover, time-to-resolution, engagement trends) at a quarterly all-hands, with at least one actionable recommendation.WHAT YOU'LL OWNStrategic HR Partnership: Co-develop and execute HR initiatives with the CHRO that directly support business growth — not just administer existing ones.Employee Relations Support: Lead investigations into employee relations concerns start to finish, recommending resolutions that are consistent, defensible, and legally sound.Manager Coaching: Advise managers directly on performance improvement plans, corrective actions, and development conversations.Talent Lifecycle Ownership: Lead onboarding, engagement, and offboarding programs, and personally track and improve the metrics behind them.Compliance & Audit Readiness: Ensure ongoing compliance with federal, state, and local employment law and government contractor requirements (VEVRAA, Disability, EEO); support and help prep for audits related to government contracts.Open Enrollment & Performance Cycles: Run point on annual open enrollment and support the annual performance review and merit increase process end to end.Data-Driven Insight: Analyze HR metrics and trends, and bring forward recommendations — not just reports — at monthly management and quarterly all-hands meetings.Policy & Communication: Shape policy development and employee communications, ensuring initiatives are understood and adopted, not just published.HOW WE'LL MEASURE SUCCESSTime-to-resolution on employee relations cases and manager satisfaction with the support provided.Compliance audit outcomes — findings trend down, readiness trends up.Onboarding and offboarding completion rates, timeliness, and new-hire feedback scores.Quality and clarity of HR metrics reporting delivered to leadership.Manager and employee trust — measured informally through feedback and formally through engagement survey results.
