Human Resources Generalist

CXtec Inc.•Syracuse, NY

22d•$68,000 - $85,000•Hybrid

About The Position

CXtec is rebuilding its HR infrastructure from the ground up to support long-term growth. We’re not looking for a traditional HR administrator. We are hiring an HR Operational Architect – someone who can build, own and scale the systems that power the employee experience and ensure operational excellence. This is a high-impact role for someone who thrives in a blank-slate environment, takes ownership end-to-end and can balance people strategy, compliance and operational execution; from employee lifecycle design to payroll processing. The HR Generalist owns the execution and infrastructure of HR operations, including employee lifecycle management, payroll, compliance, compensation and HR systems. Success in this role requires autonomy, precision and the ability to create structure in a fast-moving, growth-oriented environment.

Requirements

Bachelor’s degree in Human Resources, Business or related field.
5+ years of progressive HR experience with direct ownership across core HR functions.
Demonstrated experience in payroll processing, employee relations and HR operations execution.
Proven ability to build and improve HR systems, processes and infrastructure.
Strong knowledge of federal, state and local employment laws and compliance requirements.
Demonstrate the ability to operate autonomously with minimal direction.
Strong attention to detail, organization and problem-solving skills.
High level of personal and professional integrity with the ability to maintain confidentiality and handle sensitive information with discretion.
Ability to work collaboratively across all levels of the organization.
Strong interpersonal and communication skills, both verbal and written.
Proficiency with HRIS systems and MS Office.

Nice To Haves

HR certification(s) preferred (PHR, SHRM – CP).

Responsibilities

Build and own the complete employee lifecycle from onboarding through offboarding.
Design and enforce scalable processes, SOP’s, documentation standards and workflows.
Ensure seamless compliant employee transitions across all stages.
Maintain accountability for lifecycle execution quality, consistency, and outcomes.
Own day-to-day employee relations resolution and documentation.
Coach managers through performance issues, corrective actions and documentation requirements.
Ensure consistent, compliant application of HR policies and performance management processes.
Support and execute performance improvement plans (PIPs) and related processes.
Own compensation structure design, including job architecture, salary frameworks and pay equity audits and alignment.
Manage annual compensation review cycles through clean data prep, HRIS and worksheet administration and manager communications.
Execute all compensation changes, including offers, promotions, adjustments and off-cycle decisions.
Ensure consistent and compliant compensation practices aligned with internal standards and applicable legal requirements.
Own end-to-end payroll processing, including data management, auditing and final submission.
Ensure 100% accuracy and on-time payroll execution across all pay cycles.
Maintain compliance with federal, state, and local wage & hour laws.
Manage payroll system integrity, reconciliations and reporting.
Serve as primary owner of payroll issue resolution, audits and continuous improvement.
Partner with finance and vendors as needed but retain full operational accountability.
Support culture, engagement and communication initiatives.
Serve as the execution owner for employee engagement and satisfaction initiatives, partnering with the VP of HR on strategy and priorities while owning day-to-day administration and follow-through.
Support managers with engagement-related coaching, resources and best practices to improve employee experience and retention.
Own end-to-end HR compliance execution, ensuring adherence to all federal, state and local requirements.
Ensure audit readiness through documentation integrity, recordkeeping and policy enforcement.
Enforce policies, identify compliance risks proactively and implement corrective actions and process improvements.
Lead HR investigations and documentation processes.
Own the HRIS as the system of record, ensuring data integrity, accuracy and scalability across the employee lifecycle.
Design and optimize HR processes (onboarding, offboarding, status changes and workflows) to ensure consistency, efficiency and compliance.
Establish and enforce standardized workflows, documentation and system governance across HR operations.
Identify gaps and implement process improvements to enhance efficiency, reduce risk and maintain audit readiness.
Own HR data integrity across systems, reporting and dashboards.
Build and maintain reporting that provides visibility into HR operations and trends.
Track and report on key HR, payroll and people-related KPIs tied to assigned responsibilities.
Use data to identify trends, drive decisions and recommend process improvements.