Human Resources Generalist

Foundation•San Francisco, CA

48d•$130,000 - $160,000

About The Position

This role is for a Human Resources Generalist who will be the trusted first point of contact for employee questions, concerns, and feedback. The individual will handle intake on concerns, document carefully, and partner with managers and founders on resolution, looping in outside employment counsel when escalation is warranted. This role will also coach first-time managers through tough conversations, run stay and exit interviews, and help shape culture through clear expectations, a feedback rhythm, and fair processes. A key responsibility will be to be the in-house Rippling expert, owning its configuration, workflows, approvals, custom fields, reporting, and downstream integrations. Data integrity, including clean records, accurate org charts, and timely role and comp changes, will also be crucial. The HR Generalist will act as a help desk for Rippling-related questions, ensuring fast resolution. They will administer the full benefits program in Rippling, manage open enrollment end-to-end, handle qualifying life events, new-hire enrollments, and terminations. The role also involves owning the 401(k) program, administering all leave types end-to-end (FMLA, state-specific leaves, ADA accommodations, parental leave, etc.), and coordinating with various stakeholders. Preparing leave letters, calculating eligibility, and tracking return-to-work plans are also part of the responsibilities. The HR Generalist will run the interactive process for ADA accommodations, keep leave policies clear and current, and train managers on leave procedures. Additionally, they will own multi-state employment law compliance, maintain and update the employee handbook, and complete all required filings and reporting (EEO-1, OSHA, ACA, etc.). Running I-9 and E-Verify, and managing HR records retention are also key duties.

Requirements

5+ years of HR experience with significant ownership of HRIS administration, benefits, leaves, and employee relations.
Experience in a startup or fast-moving environment is ideal.
Hands-on experience with Rippling, including building workflows, configuring approvals, running reports, and troubleshooting integrations without external support.
Working command of US employment law.
Comfortable handling sensitive employee situations with discretion, empathy, and good judgment.
Strong bias for action and comfort with ambiguity; ability to identify issues, propose solutions, and implement them independently.
Clear writing skills for policies, communications, and documentation.
Scrappy, resourceful mindset; ability to determine when to build processes, use vendors, or perform tasks manually before automation.
PHR, SHRM-CP, or equivalent certification, or willingness to obtain within the first year.
Familiarity with leave management vendors (e.g., AbsenceSoft, Larkin, Tilt) and/or experience with a PEO-to-Rippling transition.
Working knowledge of California wage-and-hour intricacies and pay transparency rules.

Responsibilities

Serve as the first point of contact for employee questions, concerns, and feedback, treating all conversations with discretion.
Manage intake of concerns, document carefully, and partner with managers and founders on resolution, escalating to employment counsel when necessary.
Coach first-time managers on performance feedback, PIPs, separations, and compensation conversations.
Conduct stay and exit interviews, identifying patterns to leadership to prevent attrition.
Contribute to shaping company culture through clear expectations, feedback mechanisms, and scalable processes.
Act as the in-house Rippling expert, managing configuration, workflows, approvals, custom fields, reporting, and integrations.
Ensure data integrity by maintaining clean records, an accurate org chart, and timely updates to roles and compensation.
Serve as the primary point of contact for Rippling-related questions from managers and employees, ensuring prompt resolution.
Administer the full benefits program in Rippling, including medical, dental, vision, life/AD&D, disability, 401(k), HSA/FSA, commuter, and voluntary benefits.
Manage the open enrollment process from start to finish, including broker coordination, communications, system setup, employee 1:1s, and post-enrollment audits.
Process qualifying life events, new-hire enrollments, and terminations across carriers efficiently.
Oversee the 401(k) program, addressing participant questions, managing contributions, and handling the annual audit and Form 5500 filing.
Administer all leave types end-to-end, including FMLA, state-specific leaves, ADA accommodations, parental leave, military leave, jury duty, and bereavement.
Coordinate with employees, managers, payroll, and third-party leave administrators, translating complex information into plain English.
Prepare leave letters, calculate eligibility and benefit continuation, and track return-to-work plans.
Manage the interactive process for ADA accommodations, documenting decisions and collaborating with counsel on complex cases.
Maintain and update leave policies in the employee handbook and train managers on leave procedures.
Ensure multi-state employment law compliance, including wage and hour, leave entitlements, posting requirements, meal/rest breaks, classification, and pay transparency.
Maintain and update the employee handbook annually and as laws change, publishing state-specific addenda.
Complete all required filings and reporting, such as EEO-1, OSHA, ACA 1094/1095, state new-hire reporting, state unemployment registrations, and workers' compensation.
Manage I-9 and E-Verify processes, maintaining audit-ready files.
Oversee HR records retention according to federal and state requirements.