Senior Human Resources Generalist

Expansion Capital Group•Sioux Falls, SD

1d•Onsite

About The Position

The Senior HR Generalist is the operational HR lead and the first point of contact for employees and managers. This role owns day-to-day HR processes and employee touchpoints, with clear decision authority so the HR function moves fast and consistently. The Senior HR Generalist partners closely with the Director of Human Resources and escalates high-risk or complex issues as needed.

Requirements

Strong HR generalist expertise and judgment
Clear, calm communication and employee advocacy
Process discipline and attention to detail
Confidentiality and ethical practice
Ability to coach managers and influence outcomes
Comfort with data, systems, and continuous improvement
Bachelor’s degree in Human Resources, Business, or related field preferred, or equivalent experience.
5+ years of progressive HR generalist experience, including employee relations and recruiting.
Payroll administration experience preferred.
Experience administering leave programs (FMLA and ADA) strongly preferred.
HRIS experience required; Paylocity experience preferred.
PHR/SPHR or SHRM-CP/SCP preferred.

Responsibilities

Day-to-day HR operations and service delivery across the full employee lifecycle.
Payroll administration and timekeeping governance
Full-cycle recruitment and talent acquisition for assigned roles, including offer development within approved ranges.
Leave administration (FMLA, ADA, maternity/paternity, PTO coordination) and benefits-related employee support.
Employee relations support for routine and moderate issues, including coaching, documentation, and conflict resolution.
Onboarding and offboarding process ownership (program and compliance)
HR compliance administration (I-9, documentation standards, record retention, required postings, training tracking).
HRIS transactions and data accuracy, partnering with the Paylocity SME on system optimization.
Process improvement, standard work, and manager enablement tools for consistent people practices.
Serve as first-line HR partner to employees and managers, providing guidance on policies, performance expectations, and best practices.
Administer payroll processes, including audits, approvals, corrections, and coordination of changes (pay, deductions, taxes) within defined authority.
Manage recruiting for assigned requisitions: intake meetings, sourcing, screening, interviews, selection support, offers, and onboarding handoff.
Coordinate leave requests and accommodations, ensuring compliance, timely communication, and accurate tracking.
Lead routine investigations and employee relations cases; escalate sensitive or high-risk matters to the HR Director.
Maintain HR files, records, and audit-ready documentation (digital and physical as required).
Partner with the Office and HR Coordinator to ensure smooth onboarding logistics, new hire readiness, and employee experience consistency.
Partner with the HR Director on HR initiatives by providing operational input, drafting communications, and executing rollouts.
Track HR operational metrics (time-to-fill, turnover, leave volume, payroll error rate) and recommend improvements.