HR Generalist

Veridian Service Partners•Dallas, TX

About The Position

The HR Generalist is a core member of the People & Culture team at Veridian Service Partners, responsible for supporting the full employee lifecycle across our growing markets. This role is designed for someone who thrives in a fast-moving, build-it-as-you-go environment and can operate with equal confidence in strategic conversations and day-to-day HR administration. The HR Generalist partners closely with market leaders, the VP of People, and the TA team to ensure that every Veridian employee — from the shared services office to the field — feels supported, informed, and set up for success. This is a high-visibility, high-ownership role with direct impact on how Veridian builds and sustains its culture as we scale.

Requirements

3–5 years of HR Generalist or HR Business Partner experience, preferably in a multi-site, high-growth, or field-based industry (home services, construction, facilities, or similar a plus).
Bachelor's degree in Human Resources, Business Administration, or a related field; or equivalent experience. PHR or SHRM-CP certification preferred but not required.
Demonstrated ability to manage multiple HR functions simultaneously in a fast-paced environment — this role requires breadth, not just depth.
Strong working knowledge of employment law, including at-will employment, FMLA, ADA, FLSA, I-9 compliance, and Texas-specific employment regulations.
Experience with HRIS platforms required; Rippling experience strongly preferred. Comfortable building and maintaining people data infrastructure from the ground up.
Proven ability to build trust with both frontline employees and senior leaders. This role sits in the middle of the organization and must credibly serve both audiences.
High degree of discretion and sound judgment in handling confidential matters. Employees should feel safe bringing real concerns to this role.
Strong written and verbal communication skills. Able to translate policy and process into plain language that field employees and managers can actually use.
A builder's mindset — comfortable with ambiguity, capable of creating structure where none exists, and energized by the opportunity to shape the people function of a company that is growing quickly.
Willingness to travel to market locations as needed to support employees and managers in person.

Responsibilities

Employee Relations & Support — Serve as the primary HR point of contact for employee questions, concerns, and policy guidance across all Veridian markets. Handle sensitive matters with discretion, fairness, and a people-first approach.
Onboarding & Offboarding — Own the end-to-end onboarding experience for new hires, ensuring every employee receives a consistent, well-organized, and welcoming day-one experience. Manage offboarding documentation, exit processes, and knowledge transfer when employees depart.
HRIS Administration — Maintain accurate and up-to-date employee records in Rippling, including status changes, promotions, compensation updates, and role changes. Ensure data integrity across all people systems.
Performance Management & Documentation — Support managers in navigating performance conversations, PIPs, and disciplinary processes. Ensure all performance documentation meets legal standards and is properly recorded in Rippling. Track coaching sessions, warnings, and performance milestones.
Compliance & Employment Law — Ensure Veridian remains current on federal and state employment law across all operating markets. Manage I-9 compliance, leave administration (including FMLA and state-specific leave), and proper handling of sensitive employment matters.
Benefits Administration — Support employees through open enrollment and day-to-day benefits questions. Serve as the liaison between employees and benefits carriers or brokers. Coordinate with Finance and the VP of People on benefits strategy and vendor relationships.
Policy Administration & Employee Handbook — Maintain and update the employee handbook and HR policies as Veridian grows and expands into new markets. Ensure policies are applied consistently and communicated clearly to both employees and managers.
Talent Acquisition Support — Partner with the TA team on recruiting coordination, candidate experience, and offer letter execution as needed. Serve as a backup resource for high-volume or time-sensitive hiring initiatives.
HR Communications — Contribute to The Leaf monthly employee update, the quarterly Veridian Review, and other internal communications that keep the workforce informed and connected. Help managers deliver consistent messaging in their markets.
Culture & Recognition — Support recognition programs, culture initiatives, and the annual Veridian Kickoff event. Champion people-first practices in every market and help build a culture where accountability and care coexist.
Multi-Market HR Support — As Veridian expands, provide HR support across new markets. This role will require occasional travel to market offices and a willingness to adapt quickly as the business scales.