Senior Human Resources Generalist

PDF Solutions•Santa Clara, CA

20d•Onsite

About The Position

The Senior HR Generalist is a well-rounded HR practitioner that can provide clear, friendly, and timely counsel on a wide range of employee relations issues including US employment law, internal policy, benefits, immigration and workplace matters. This role serves as an approachable trusted point of contact for employees and mid-level managers—answering questions, interpreting policies, and guiding next steps to apply HR practices consistently and fairly. In addition to day‑to‑day advisement, the Senior HR Generalist works with our HR operations team to supports core HR operations, benefits, and compliance activities to ensure a positive, accurate employee experience.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience).
Approximately 7+ years of progressive HR experience in an advisory, generalist, or employee relations capacity.
Strong working knowledge of U.S. employment laws, HR compliance requirements, and multi‑state environments, with specialization in California employment law.
Strong Experience with U.S. benefits administration, including health & benefit plans, retirement plans, LOA programs, and annual open enrollment.
Experience supporting immigration processes (e.g., H‑1B, TN, green card) required.
Demonstrated ability to advise employees and coach managers through sensitive situations.
Excellent written and verbal communication, conflict resolution, and stakeholder management skills.
Strong attention to detail in documentation to assist with payroll validation, and data integrity
Experience utilizing HR systems (e.g., ADP or equivalent HRIS/HRM solutions)
High level of integrity, discretion, and professionalism in handling confidential information.
Ability to operate effectively in a fast‑paced, dynamic environment and manage competing priorities with an excellent ability to execute and respond to employees needs

Responsibilities

Develops a supportive and engaged culture by overseeing onsite experiences, initiatives, ensuring new employees feel welcome and acts as the “face” of Human Resources for HR questions, policy interpretations, U.S. benefits navigation, and workplace concerns.
Coaches and advises managers on performance conversations, documentation, and consistent policy application.
Conducts workplace investigations; document findings and partners with HR leadership for resolution.
Maintains confidentiality and builds trust through clear, empathetic, and solutions oriented guidance.
Support and create ongoing communication in order to educate and connect our organization on HR programs and roll outs
Supports U.S. employer compliance (e.g., I‑9, E‑Verify, recordkeeping, required postings) and audit readiness.
Ensures compliance with ACA, ERISA, HIPAA, COBRA, Section 125 and other federal and state rules.
Assists in drafting, reviewing, and updating the employee handbook and creating HR policies in alignment with federal, state, and local requirements.
Monitors employment law updates (federal and multi‑state) and recommends practice changes as needed.
Helps support the finance team with annual audits for the HR team
Supports U.S. benefits administration, including enrollment changes, qualifying life events, employee inquiries, open enrollment, and vendor coordination.
Assists with leave of absence processes (FMLA, state programs, disability, parental leave), ensuring accurate documentation and communication.
Partners with benefit carriers and third-party‑party administrators to resolve escalations and ensure service delivery.
Reviews vendor reports to identify discrepancies, trends, and improvement opportunities to minimize benefit plan waste to help control premium increases.
Coordinates employment based immigration processes with external counsel and internal stakeholders.
Tracks visa timelines and maintain required documentation to support compliance.
Provides employees and managers with clear communication and information on immigration steps, timing, and expectations.
Facilitates new‑hire onboarding ensuring accurate documentation, timely system access, and a welcoming experience.
Manages offboarding activities, including exit interviews
Partners with HR Operations to ensure lifecycle events are accurately captured in the HRIS.
Advises recruiting on organizational structure, job levels, and role requirements to support accurate scoping for HRIS accuracy.
Works with other HR members to support compensation recommendations and maintain internal equity.