HR Generalist

About The Role

The role owns day-to-day HR operations for a fast-growing technology company: onboarding, benefits, compliance, employee relations, and HRIS administration across a distributed workforce.

The position matters because it is the connective tissue between people programs and business execution — the person in this role keeps employment practices clean at scale while giving employees a reliable, human point of contact for everything from policy questions to performance support.

Key Responsibilities

• Own core HR operations: onboarding/offboarding, new-hire paperwork, benefits enrollment, and records management in the HRIS (Rippling, BambooHR, or similar)
• Serve as first point of contact for employee questions on policies, benefits, leave, and workplace concerns; resolve or route appropriately
• Support employee relations investigations in partnership with People leadership, documenting findings and ensuring consistent process
• Maintain compliance with federal, state, and local employment requirements (FLSA, FMLA, ADA, multi-state rules), including Texas-specific requirements
• Run and improve HR programs: performance review cycles, engagement surveys, and company-wide People communications
• Audit and maintain people data accuracy; build reports on headcount, attrition, and time-to-productivity for leadership
• Contribute to policy development and handbook updates as the company scales

What We Are Looking For

• 3-6 years of HR generalist experience, ideally in technology or another fast-scaling environment
• Hands-on experience administering an HRIS and benefits enrollment cycles
• Working knowledge of US employment law and multi-state compliance fundamentals
• Strong employee-relations instincts: discretion, sound judgment, and clear documentation habits
• Proficiency with Google Workspace or Microsoft 365 and comfort building reports in spreadsheets or HR analytics tools
• Bachelor's degree in HR, Business, or a related field, or equivalent practical experience
• Bonus: SHRM-CP or PHR certification; experience with equity compensation basics or ATS/HRIS implementations