HR Generalist

LIFEMOVES•Santa Clara, CA

10d•$76,000 - $92,000•Hybrid

About The Position

Reporting to the Sr. HR Generalist, the HR Generalist serves as a trusted advisor to the HR team, leaders and employees across LifeMoves’ multi-site operations, helping advance a consistent, inclusive, and compliant workplace culture in support of our mission to end homelessness. This role serves as a resource for employment law and policy interpretation, partnering closely with the VP of HR and Sr. HR Generalist to ensure consistent, equitable, and risk-aware practices across the organization. The HR Generalist independently manages a high-volume, high-complexity employee relations caseload, including escalations, performance management, investigations, corrective action, and guidance to leaders. They collaborate with the team member responsible for leaves, benefits, and workers’ compensation and serve as the escalation point for HR-law and compliance questions, translating employment law into practical, trauma-informed approaches that support strong decisions, documentation, and resolution. In addition, this role partners with the VP of HR and Sr. HR Generalist to design, develop, facilitate, and continuously improve learning and development initiatives, including leadership and staff development, new hire onboarding, policy education, and other organizational training programs that strengthen leadership capability and organizational effectiveness. The ideal candidate is proactive, highly organized, and approachable, with strong judgment and a continuous-improvement mindset. They bring a trauma-informed, people-centered approach to problem solving and communication, and are skilled at navigating change with empathy, clarity, and accountability. This role is hybrid, with in-office days on Mondays and Wednesdays (minimum two days per week), and the option to work remotely up to three days per week.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required.
5+ years of California HR experience with complex employee relations, leaves and workers comp cases.
Demonstrated experience managing complex employee relations caseloads, including escalations, investigations, performance management, corrective action, and separations.
Working knowledge of ADA/interactive process, FMLA/CFRA, wage and hour law, and regulatory compliance; ability to translate requirements into practical guidance.
Experience and interest in designing, developing and/or delivering in-person and virtual training.
Excellent communication, coaching, and conflict-resolution skills; ability to influence at all levels and build trust quickly.
Strong judgment, discretion, and ability to handle highly sensitive situations with professionalism and confidentiality.
Highly organized with strong time-management skills; able to manage competing priorities in a fast-paced, multi-site environment.
Proficiency with Microsoft Office and HRIS systems; ability to analyze HR data and identify trends.
Demonstrated commitment to DEIB and the use of a trauma-informed, people-centered approach in employee relations and communication.
Satisfactory results of a background check
Submitting proof of clear TB test results. Results dated within 60 days prior to hire date are acceptable.

Nice To Haves

HR certification is strongly preferred (SHRM-CP/SHRM-SCP or PHR/SPHR).

Responsibilities

Independently manage a high-volume, high-complexity employee relations caseload, including escalations, performance management, investigations, corrective action, resolution planning and terminations.
Lead and/or partner on complex workplace investigations; document findings and recommend appropriate action.
Receives guidance from the VP of HR and Sr. HR Generalist and provides day-to-day HR-law and compliance guidance to our leadership team, and the HR team member responsible for leaves, benefits, and workers’ compensation; serve as an escalation point for complex questions.
Advise on ADA accommodations and the interactive process, ensuring consistent, trauma-informed practices and appropriate documentation.
Partner with the VP of HR and Sr. HR Generalist to design, develop, facilitate, and continuously improve learning and development initiatives.
Partner with the VP of HR and Sr. HR Generalist to maintain and update HR policies, procedures, templates, and supervisor tools; recommend improvements based on trends, best practices, and legal updates.
Deliver training and coaching to managers on performance management, documentation, respectful workplace expectations, policy application and termination processes.
Support HR compliance efforts, including recordkeeping practices, audits, and required postings/processes; stay current on federal, state, and local employment law changes and recommend updates.
Collaborate with HR colleagues and Payroll to ensure accurate employee data, job changes, and compensation updates; leverage HR data and reporting to identify trends and recommend improvements.
Partner with the VP of HR, Sr. HR Generalist and outside employment counsel on employee relations matters and legal/agency claims by gathering and organizing records, preparing clear case timelines and summaries, and coordinating timely responses while maintaining confidentiality and consistency.
Coordinate and support separation and termination processes, including risk-sensitive terminations, by advising leaders on required steps and documentation, partnering with outside counsel as needed, and ensuring the employee experience is handled with dignity, clarity, and a service-oriented, trauma-informed approach.
Contribute to employee experience initiatives (engagement, retention, recognition) in partnership with the HR team.
Perform other duties as assigned.