Senior HR Generalist

Entrega•Troy, MI

3d•Hybrid

About The Position

Entrega is seeking an experienced and highly capable Senior HR Generalist to help strengthen and expand our Human Resources function. This role serves as a trusted advisor to managers and employees while providing broad leadership across employee relations, performance management, HR operations, compliance, benefits administration, and workforce initiatives. Working closely with the Director of Workforce Performance & Operations and organizational leaders, this role helps ensure Human Resources operates as a strategic business partner while delivering exceptional operational support throughout the employee lifecycle. Unlike many traditional HR Generalist positions, this role offers significant opportunities to influence how HR operates across the organization, improve business processes, support leadership decision-making, and help build scalable people practices that support Entrega's continued growth. This position is ideal for an experienced HR professional who enjoys balancing operational excellence with strategic thinking, thrives in a collaborative environment, and is motivated by helping both employees and managers succeed.

Requirements

6–10 years of progressive Human Resources experience.
Experience supporting multiple HR disciplines, including employee relations, performance management, benefits administration, compliance, onboarding, and HR operations.
Demonstrated experience partnering directly with managers to resolve employee issues and improve team performance.
Experience leading or participating in HR process improvement initiatives.
Experience working in organizations with approximately 50–300 employees is strongly preferred.
Experience supporting professional services, consulting, technology, engineering, or other fast-paced knowledge-based organizations is preferred.
Strong understanding of employee performance management, employee development, talent management, and manager effectiveness practices.
Demonstrated ability to translate workforce needs into practical programs, processes, tools, and resources.
Strong project management and organizational skills with the ability to drive multiple initiatives to completion.
Strong coaching, facilitation, and relationship-building capabilities.
Ability to influence managers and stakeholders without relying on direct authority.
Strong written and verbal communication skills with the ability to communicate effectively across different levels of an organization.
Strong analytical skills with the ability to identify trends, evaluate program effectiveness, and translate information into practical recommendations.
Ability to balance strategic thinking with hands-on execution in a growing organization.
Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field required.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, SPHR certification preferred but not required.

Responsibilities

Partner with managers to provide guidance on employee relations, performance management, coaching, workplace concerns, and policy interpretation.
Coach managers through performance improvement discussions, corrective actions, and employee documentation.
Conduct or assist with workplace investigations while ensuring fairness, consistency, and compliance.
Support conflict resolution and help foster positive employee relations throughout the organization.
Build trusted relationships with managers and employees while promoting a culture of accountability, professionalism, and respect.
Administer onboarding, offboarding, employee status changes, and employment documentation.
Maintain accurate employee records and HRIS data integrity.
Coordinate benefits administration and assist employees with benefit-related questions.
Support administration of leave programs, including FMLA, ADA accommodations, and other protected leaves.
Ensure HR documentation and employment records remain complete, accurate, and compliant.
Support company-wide performance management initiatives and manager coaching efforts.
Assist managers with employee development planning and performance documentation.
Help coordinate employee engagement and recognition initiatives.
Support workforce planning, succession planning, and leadership development efforts as the organization grows.
Contribute ideas that improve employee performance, manager effectiveness, and organizational capability.
Help ensure compliance with federal, state, and local employment laws.
Maintain HR policies, procedures, and employment documentation.
Support internal audits and compliance initiatives.
Promote consistent application of company policies and HR practices.
Identify opportunities to strengthen HR governance and operational consistency.
Participate in initiatives that improve HR processes, systems, and employee experience.
Assist with implementation of new HR programs, technologies, and operational improvements.
Support workforce reporting, HR analytics, and organizational metrics.
Participate in cross-functional business initiatives as assigned.
Recommend improvements that increase operational efficiency and support organizational growth.