Sr HR Generalist

Resourcing Edge•New York, NY

12d•Hybrid

About The Position

LR Paris is seeking an experienced, resourceful, and highly organized Senior HR Generalist to manage day-to-day HR operations and strengthen the people infrastructure of its growing business. As the primary internal HR professional, this individual contributor works with Talent Acquisition and company leadership to support people management, organizational development, and operational excellence. The role has broad ownership across HR operations, employee relations, benefits, compensation administration, compliance, and process improvement, and calls for independent judgment and service as a trusted advisor to employees and leadership. The Senior HR Generalist will help develop and refine HR practices that enable LR Paris to attract, develop, and retain talent while scaling effectively. The position supports a workplace culture that balances respect for policies, accountability, and professional standards with flexibility, collaboration, and an entrepreneurial spirit. The role is hybrid, with three days onsite, and candidates must live within a commutable distance of New York City. OneDigital | Resourcing Edge is LR Paris’s PEO/HR outsourcing partner.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
5–8+ years of progressive, hands-on HR generalist experience.
Demonstrated experience independently managing multiple HR functions, ideally within a small or midsize organization.
Strong working knowledge of employment laws, HR compliance, employee relations, benefits administration, compensation practices, and payroll coordination.
Experience advising managers on performance management, employee relations, and sensitive workplace matters.
Familiarity with compensation benchmarking, salary reviews, and organizational reporting.
Proficiency with HRIS platforms, Microsoft Office, and HR-related reporting.
Exceptional organizational skills, attention to detail, and ability to manage competing priorities.
Strong interpersonal skills, discretion, and ability to establish credibility with employees and senior leadership.
A proactive, resourceful approach and flexibility to contribute to management discussions while handling routine operational responsibilities.
Must be based within a commutable distance of New York City.
Must be able to work onsite three days per week.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience as a standalone HR Generalist or member of a lean HR team.
Experience improving HR processes, documentation, and HRIS workflows.
Experience supporting employees across multiple U.S. states.
Experience in an internationally operating organization and coordinating with local management or external HR advisers.
Background in a growing, entrepreneurial, creative, consumer products, or professional services organization.

Responsibilities

Own and execute daily HR operations, maintaining accurate and consistent people processes, employee records, HRIS data, personnel documents, and HR policies.
Maintain current organizational charts and, with executive leadership, future-state organizational charts reflecting approved plans and anticipated staffing needs for recruitment planning.
Administer employee benefits, coordinate enrollments, changes, and renewals, communicate with employees, and serve as the primary contact for benefit questions.
Partner with payroll providers and Finance on employee information, payroll changes, and timekeeping records.
Manage employee lifecycle administration, including employment changes, leaves of absence, separations, exit interviews, and offboarding documentation.
Identify and implement opportunities to streamline HR workflows, improve documentation, and increase operational efficiency.
Respond to employee questions, workplace concerns, and HR-related matters as the primary point of contact.
Advise and coach managers on employee relations, performance management, expectations, difficult conversations, underperformance, corrective actions, and conflict resolution.
Support performance reviews and promote consistent performance expectations, accountability, and documentation across departments.
Partner with leadership to foster mutual respect, accountability, collaboration, policy adherence, and an effective employee experience.
Handle sensitive employee matters with professionalism, sound judgment, discretion, and confidentiality.
Maintain accurate compensation records and support consistent application of approved compensation practices.
Conduct compensation benchmarking and provide salary market data; support salary reviews, promotion recommendations, compensation adjustments, planning, budgeting inputs, and internal compensation consistency.
Ensure compensation processes and documentation align with applicable employment regulations and company policies.
Monitor compliance with federal, state, and local employment laws; maintain current HR policies, handbooks, and employment practices.
Manage employment documentation, including I-9 compliance and personnel records; coordinate leave administration, workplace accommodations, and unemployment claims.
Identify compliance risks, recommend practical solutions, engage external HR or legal resources when appropriate, and establish procedures, documentation standards, and escalation protocols.
Coordinate with the Talent Acquisition Manager and hiring managers on the transition from recruitment to HR administration, maintaining employee information, benefits records, and compliance documentation.
Maintain accurate job descriptions with department leaders and Talent Acquisition, and align organizational documentation and approved staffing plans with recruitment priorities.
Serve as the ongoing HR resource for employees after onboarding. Talent Acquisition retains primary responsibility for recruiting, offer letters, and onboarding coordination.
Support organizational effectiveness by maintaining role documentation, identifying potential responsibility gaps or overlaps, and coordinating leadership-approved organizational changes.
Partner with leadership to improve role clarity, reporting relationships, management accountability, and organizational communication.
Recommend and implement practical improvements to HR policies, systems, workflows, and employee processes; support training, professional development, and performance improvement initiatives.
Track and report HR metrics, including turnover, retention, headcount, staffing changes, and relevant employee trends; use systems, reporting tools, and automation to improve accuracy, efficiency, and visibility.
Collaborate with leadership to anticipate and address emerging HR needs as the business grows.