HR Generalist West (Multi-Site Operation)

Flexcar•El Monte, CA

6d•$75,000 - $118,000•Onsite

About The Position

The HR Generalist West supports a predominantly non-exempt, hourly workforce across multiple locations. This is a hands-on, highly visible role that spends significant time on-site with frontline teams and operations leaders. The position owns day-to-day employee relations, onboarding, performance management, and wage-and-hour compliance, including California requirements, and partners with site and regional operations leaders to promote consistent practices across locations. The role is based at a California hub, with regular travel to sites across the region, including California, Texas, and Washington, and potentially new hubs. Travel is estimated at 25% of the time; occasional overnight travel may be required. A valid driver’s license and clean driving record are required. Mileage and business expenses are reimbursed under company policy and applicable law. The HR Generalist serves as the primary HR contact for assigned locations; conducts site visits, employee office hours, and in-person compliance checks; and responds to employee relations matters, investigations, and workplace incidents. The role advises managers on coaching, corrective action, terminations, performance, attendance, and engagement, while supporting conflict resolution and a respectful, inclusive work environment. A central focus is compliance for hourly employees. The role supports overtime, double-time, split-shift, reporting-time pay, meal and rest periods, wage statements, final pay, scheduling, and timekeeping practices; partners with Payroll on corrections and separation pay; and audits practices to reduce compliance risk. The position also coordinates onboarding and required notices, administers leaves and accommodations, supports workplace safety and workers’ compensation processes, maintains personnel records, and tracks required training and applicable employment-law requirements across locations. Flexcar describes itself as reimagining car ownership through a flexible vehicle subscription that combines a car with insurance, maintenance, roadside assistance, and registration. The company says it is scaling its operations and using technology, data, and AI to transform the customer journey.

Requirements

3–5 years of HR generalist experience, including at least 2 years supporting California employees.
Strong focus on non-exempt, hourly workforces in operational settings.
Working knowledge of wage-and-hour law, particularly California requirements for meal and rest periods, premium pay, daily overtime, wage statements, and final-pay rules.
Hands-on experience administering CFRA, FMLA, Pregnancy Disability Leave, and state-specific paid sick leave.
Experience conducting workplace investigations and documenting findings that can withstand legal review.
Familiarity with FEHA, OSHA, and Cal/OSHA requirements and the accommodation interactive process.
Experience supporting multiple sites or field locations, including regular travel between them.
Valid driver’s license, clean driving record, and ability to travel to sites on short notice.
Strong organizational skills, attention to detail, and ability to manage priorities across locations.
Clear, professional communication with employees and leaders at all levels.

Nice To Haves

Experience with PAGA risk reduction, wage-and-hour audits, or responding to agency claims such as Labor Commissioner or CRD matters.
Knowledge of local ordinances in major markets, including Los Angeles, San Francisco, San Jose, Dallas, Houston, and Seattle.
Experience in automotive, retail, manufacturing, logistics, transportation, or other field-based operations.
Multi-state HR experience in addition to California.
HRIS and timekeeping experience, such as Paycom, Rippling, or UKG.
SHRM-CP, PHR, or Phra certification.

Responsibilities

Serve as the primary HR point of contact for assigned locations, splitting time between hubs based on business needs.
Conduct regular site visits, meet with employees and managers, hold HR office hours, and check posting, timekeeping, and safety compliance in person.
Respond on-site to time-sensitive employee relations issues, investigations, and workplace incidents.
Partner with site and regional operations leaders to align HR practices with staffing, scheduling, and productivity goals.
Identify trends across locations, including turnover, attendance, and complaints, and recommend practical fixes.
Respond to employee questions about schedules, attendance, pay, and workplace concerns.
Conduct and document investigations into attendance, performance, policy violations, harassment, and discrimination complaints, consistent with FEHA requirements.
Partner with managers on coaching, corrective action, and terminations, ensuring consistency and proper documentation.
Support conflict resolution and a respectful, inclusive work environment.
Support daily and weekly overtime, double-time, split-shift, and reporting-time pay practices.
Train managers on compliant scheduling and timekeeping practices.
Flag potential compliance risks, such as off-the-clock work or missed breaks, to senior leadership.
Partner with Payroll on timecard corrections, accurate wage statements, and final-pay timing at separation.
Audit timekeeping and scheduling practices across sites to reduce PAGA and class-action exposure.
Track state and local minimum wage, paid sick leave, and other ordinances applicable to each location.
Monitor California meal and rest period compliance, including premium pay when breaks are missed, late, or short.
Coordinate onboarding, orientation, policy acknowledgments, I-9 compliance, and required notices, including Wage Theft Prevention Act notices.
Administer leaves under CFRA, FMLA, Pregnancy Disability Leave, paid sick leave, and applicable state-specific regulations in coordination with benefits partners.
Manage the interactive process for disability, pregnancy, and lactation accommodations.
Process status changes, transfers, and separations, and conduct exit processes.
Apply company policies consistently across sites in accordance with state and federal employment laws.
Support OSHA and Cal/OSHA compliance, including the Injury and Illness Prevention Program and Workplace Violence Prevention Plan.
Support audits, reporting, workers’ compensation claims, and workplace safety coordination.
Track completion of mandated harassment-prevention training for supervisors and non-supervisors.
Maintain personnel files and records in accordance with state and federal retention and employee-access rules, and support audits.
Support compliance with pay transparency and Fair Chance Act hiring requirements.
Coach frontline managers on leading non-exempt teams, particularly regarding breaks, overtime, and scheduling.
Deliver on-site training on people management, compliance, and workplace conduct.
Provide guidance on performance management, attendance, and engagement.