Senior HR Generalist

 

Senior HR Generalist position with New Era Technology offers you the following:

• Full Benefits
• Medical
• Dental
• Vision
• 401K match
• 7 company holidays + generous PTO

The Senior HR Generalist serves as the subject matter expert and operational anchor for the HR Generalist team, overseeing the execution of core HR functions while serving as the primary escalation point for HR Generalists and Coordinators, onshore and offshore. This position is expected to independently research and resolve non-routine matters, escalating when issues require compliance, legal, or director-level judgment. This position administers and guides the full range of HR operations including employee inquiries, the complete employee life cycle, benefits and leave administration, policy enforcement, and HR project support, while providing direction, quality oversight, and functional leadership to the generalist team under the guidance of the HR & Payroll Director, US and HR Management team. 

HIERARCHY: The Senior Human Resources Generalist reports directly to the HR & Payroll Director, US. This position holds dotted-line supervisory responsibility over the HR Generalist team and serves as their primary point of contact for daily operations, task assignment, and first-level escalation. The Senior HR Generalist is distinguished from the HR Generalist by their subject matter expertise, ownership of nonroutine issue resolution, and functional leadership responsibilities. 

PRIMARY DUTIES:  

Daily Responsibilities: 

• Serves as the day-to-day functional lead for onshore and offshore HR Generalists / Coordinators, providing direction, task assignment, and operational guidance. 

• Reviews and approves HR Generalists / Coordinators work product to ensure accuracy, consistency, and compliance with company policies and procedures. 

• Conducts weekly team meetings to monitor task completion, address open items, and provide guidance and support. 

• Acts as the first-level escalation point for all HR Generalists / Coordinators questions and issues, including nonroutine matters, routing appropriately when resolution requires higher-level authority. 

• Expected to serve as the first and primary resolution point for nonroutine HR questions and issues, independently researching and resolving matters before escalation, and escalating only when issues require compliance, legal, or director-level judgment. 

• Supports the onboarding and development of new HR Generalists / Coordinators team members. 

 

 

HR Operations: 

• Performs and oversees routine and nonroutine HR functions across the employee life cycle including onboarding, offboarding, position changes, compensation actions, and leaves of absence. 

• Responds to employment-related inquiries from employees, managers, and external entities; independently resolves nonroutine matters and redirects complex or sensitive issues to the appropriate HR leadership. 

• Collaborates with managers to define job requirements and develop job descriptions for the position change process; executes changes in the HRIS system and communicates changes appropriately. 

• Maintains assigned Learning Management System (LMS) trainings and works with management to ensure completion.  

• Maintains the Performance Review process; assigns and works with management to ensure completion. 

• Maintain accurate and up-to-date human resource files, records, and documentation with integrity and confidence. 

• Collaborate with the Talent Acquisition Team to ensure new hires are set up for success.  

• Maintain new hire, position change, and termination checklists and other tracking documents, as required. 

• Collaborate with the Payroll team by providing employee data needed to run a successful payroll within time-sensitive deadlines. 

• Compile reports and documentation for certification compliance (e.g., SOC and ISO certifications) and other audits as needed. 

• Assist and support updating the Employee Handbook, policies, and procedures. 

• Maintains and updates new hire, position change, and termination checklists and other tracking documentation as required. 

• Facilitates new hire orientation, manager orientation, and other employee training programs. 

• Perform other HR projects and initiatives as assigned. 

Benefits & Leave Administration: 

• Serves as the primary owner of the full benefits life cycle, including Open Enrollment, qualifying life events, and COBRA administration. 

• Assists with Open Enrollment end-to-end, including employee communications, enrollment tracking, and troubleshooting. 

• Manages the full LOA process from intake through return to work, including guiding employees on when to initiate a claim, assisting with claim submission, coordinating with the leave vendor, and tracking leave status to ensure compliance with applicable federal and state laws. 

• Assists employees and managers in navigating workers' compensation claims, serving as the internal point of contact for vendor coordination and claim guidance throughout the process. 

• Serves as the primary point person for ADA accommodation requests, managing the interactive process for standard accommodations and escalating nonstandard or complex situations to appropriate HR leadership. 

• Serves as the nonroutine escalation point for HR Generalists / Coordinators on benefits and leave questions, providing guidance and resolution before escalating to HR leadership. 

• Acts as a liaison between the organization and external benefits and leave vendors, maintaining working relationships and ensuring timely and accurate information exchange. 

 

HR Management Collaboration: 

• Work closely with the Compliance Manager to ensure adherence to federal, state, and local employment laws and regulations. Regularly review policies and procedures to uphold compliance standards. 

• Supports the Human Resources Business Partner on employee relation matters, progressive discipline, performance improvement plans, formal counseling documentation, conflict resolution, and performance management. 

• Facilitates new hire orientation, manager orientation, and other HR informational and training sessions with Human Resources Business Partner 

• Collaborate with the HRIS Manager to support data integrity initiatives and participate in system audits, ensuring employee records are accurate and consistent across platforms. 

COMPETENCY: 

• Excellent verbal and written communication skills with the ability to remain professional and diplomatic in a variety of situations  

• Strong interpersonal skills with the ability to manage sensitive and confidential situations with tact and discretion 

• Demonstrated subject matter expertise in core HR functions including benefits, leave administration, and employee life cycle management 

• Working knowledge of federal and state employment laws and regulations, including FMLA, ADA, workers' compensation, and COBRA, with the ability to apply compliance requirements to day-to-day HR operations 

• Demonstrated knowledge of employee benefits administration, including Open Enrollment, leave of absence processes, and vendor management 

• Demonstrated ability to lead peers, assign work, and hold others accountable in a collaborative, non-hierarchical environment 

• Excellent organizational skills, high degree of accuracy and attention to detail 

• Proficient with Microsoft Office Suite, including Excel, and HRIS platforms 

• Excellent analytical, problem-solving, and decision-making skills 

• Effective stress and time management skills with the ability to manage competing priorities 

• Demonstrates a sense of urgency and ability to meet deadlines 

• Ability to work independently and as a team member 

REQUIRED EDUCATION: Associate’s or bachelor’s degree in Human Resources, Business Administration, or related field. SHRM-CP or SHRM-SCP certification is preferred.  

EXPERIENCE: A minimum of five years of human resources-related experience is required, with at least two years in a senior or team lead capacity preferred. 

LANGUAGE SKILLS: English 

QUALIFICATIONS: To perform the job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

 

PHYSICAL DEMANDS:   

• Regularly spend long hours sitting and using office equipment and computers 

• Regularly use hands and fingers to handle, control or feel objects 

• Regularly see details of objects that are less than a few feet away 

• Regularly speak clearly so listeners can understand 

• Regularly understand the speech of another person 

• Frequently work on projects that require deadlines 

WORK ENVIRONMENT: Remote 

EXPECTED HOURS OF WORK: Business hours are Monday through Friday 8:00 AM to 5:00 PM. However, required work hours may vary depending on business needs. Overtime is possible. 

TRAVEL: No travel requirement.

 

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