Senior Human Resources Generalist

Hamamatsu Corporation•San Jose, CA

14d•$82,000 - $116,000

About The Position

The Senior Human Resources Generalist serves as a strategic and operational HR partner supporting two subsidiary organizations in a shared-services environment. The role provides comprehensive support across employee relations, workplace investigations, manager coaching, talent acquisition, benefits administration, leave management, compliance, employee engagement, HR analytics, and process improvement. The position partners with leaders and employees to foster a positive workplace culture, ensure compliance with employment laws and company policies, and support organizational goals. It balances the needs of multiple business units while promoting consistency, operational excellence, and continuous improvement across HR programs, processes, and employee experiences. The role requires a trusted advisor with strong employee relations expertise, advanced leave and accommodation administration knowledge, and the ability to influence leaders, manage complex people matters, and advance organizational effectiveness.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field preferred; equivalent combinations of education and relevant experience may be considered.
Minimum 5 years of progressive Human Resources experience with demonstrated responsibility across multiple HR disciplines.
Strong employee relations and workplace investigation experience.
Experience coaching managers and advising on complex employee matters.
Advanced experience administering leave of absence programs and workplace accommodations, including FMLA, ADA, disability, workers' compensation, and other protected leave programs.
Experience administering employee benefit programs, including vendor coordination, open enrollment support, and benefits issue resolution.
Experience supporting recruitment, onboarding, employee engagement, compliance, and HR operations.
Demonstrated experience training, mentoring, or providing work direction to HR team members and/or cross-functional business partners.
Experience utilizing HRIS systems and leveraging HR data to support decision-making.

Nice To Haves

Experience working in a multi-site, shared services, or multi-entity environment.
SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent HR certification.
Experience supervising or leading HR staff, including coaching, training, workload coordination, and employee development.
Experience leading HR process improvement initiatives, workflow optimization, process standardization, and SOP development.

Responsibilities

Provide HR support for two subsidiary organizations.
Partner with leaders on workforce planning, employee relations, talent management, and organizational effectiveness.
Support HR process improvements and harmonization initiatives.
Serve as a resource for HR policies, compliance, benefits, and employee relations.
Provide guidance to HR support staff as needed.
Lead employee relations investigations and recommend appropriate resolutions.
Advise managers on performance, attendance, conduct, and workplace issues.
Facilitate employee meetings and difficult workplace conversations.
Prepare employee relations documentation and maintain confidentiality.
Identify trends and recommend actions to improve engagement and reduce risk.
Coach managers on performance management, employee development, and conflict resolution.
Provide guidance on employment decisions and policy interpretation.
Support leadership development and team effectiveness.
Coordinate recruiting activities, candidate communications, and interviews.
Prepare employment offers and onboarding documentation.
Facilitate onboarding, orientation, and offboarding processes.
Analyze recruitment and retention trends to support hiring strategies.
Administer employee benefits, leave programs, and accommodations.
Serve as liaison with benefit vendors, brokers, and insurance carriers.
Lead open enrollment and employee benefits communications.
Ensure compliance with leave, disability, and employment laws.
Manage workers' compensation, unemployment, and return-to-work programs.
Maintain HRIS data integrity and employee records.
Process employee lifecycle transactions and conduct HR audits.
Prepare and analyze HR metrics and workforce reports.
Support workforce planning and HR process optimization.
Coordinate employee engagement, recognition, wellness, and training initiatives.
Support feedback programs and retention strategies.
Develop training materials, SOPs, and employee resources.
Promote employee development and succession readiness.
Lead and support strategic HR initiatives and special projects.
Improve HR processes, workflows, and documentation.
Support HR systems enhancements and automation efforts.
Assist with organizational design, compensation, and workforce planning initiatives.