Sr. HR Generalist

Sunland Asphalt•Phoenix, AZ

2d•Hybrid

About The Position

Sunland Asphalt, LLC. is seeking a dynamic and results-driven Senior HR Generalist to join their booming business. This role supports the execution of people and recruitment strategies with limited supervision and operates with a high degree of autonomy. The Senior Human Resources Generalist proactively manages complex HR issues, recruits talent through multiple pipelines, and supports process and policy improvements that enhance organizational performance and culture. This role helps advance long-term people strategies through hands-on execution that improves performance, engagement, and organizational effectiveness. Work is primarily office-based with periodic visits to field environments.

Requirements

Knowledge of Human Resources, Talent Acquisition and business operations as normally obtained through the completion of a bachelor's degree in human resources, business administration, or related field.
Minimum 5-7 years of progressive experience in an HR generalist capacity.
Exceptional organizational, multitasking, and time management skills with the ability to manage multiple priorities in a fast-paced environment.
Excellent interpersonal and communication skills with the ability to build trust and effective partnerships with employees, leaders, and candidates at all levels.
Demonstrated sound judgment, discretion, and professionalism in handling confidential information, complex employee relations matters, and workplace investigations.
Strong business acumen with analytical, problem-solving, and critical thinking skills, complemented by a creative, solutions-oriented mindset and adaptability in a fast-paced environment.

Nice To Haves

Experience in complex, multi-site, or regulated environments (construction, manufacturing, etc.) is preferred.
Exposure to organizational change, restructurings, growth and/or M&A integration experience is preferred.
Some exposure and project management experience is preferred.
Solid understanding of employment laws and practical applications in a multi-state environment is preferred.
Spanish fluency (spoken and written) is preferred.
Proficiency in Microsoft Office and, HR/ERP/applicant tracking systems is preferred.

Responsibilities

Serves as the primary HR point of contact for questions – from basic to complex – related to HR programs, policies, payroll, timekeeping, and employee self-service, ensuring issues are resolved or routed appropriately.
Proactively troubleshoots and resolves issues which may include payroll, benefits, and other sensitive employee matters.
Supports the capture, quality review and maintenance of accurate employee data, serving as a resource to leaders regarding employee action e.g., promotions, transfers, etc.
Works with Human Resources Business Partner (HRBP) to review staffing plans, talent pipelines, performance trends, and succession readiness, ensuring workforce strategies align with current demands and future growth.
Leverages metrics to evaluate recruitment effectiveness and recommends adjustments.
Manages escalated and complex employee relations matters by conducting investigations, coaching leaders, and resolving issues fairly, consistently, and in compliance with applicable laws.
Responds to external agency audits, requests or complaints and follows legal's lead on investigations, agency audits, requests, and complaints to minimize organizational risk.
Supports the organization's leadership development strategy by partnering with Human Resource Business Partners and leaders to identify, build and develop current and future leaders.
Participates or assists with high-impact initiatives that standardize policies and processes to best support the organization, including but not limited to implementation of employee handbook updates, employer branding, and other centralized HR processes to ensure clarity, fairness, and operational consistency.
Executes full-cycle recruitment for multiple levels of roles, including but not limited to high-volume, hard-to-fill, and key roles.
Supports leadership by effectively performing intake, sourcing, screening, interviewing, selection and offer development.
Follows established talent acquisition processes to ensure compliance with employment regulations and contract requirements while identifying opportunities for improvement.
Recommends changes as appropriate.
Utilizes applicant tracking systems (ATS) and related platforms to maintain accurate candidate records and ensure a seamless candidate experience.
Acts as a resource to leaders to train and provide guidance on systems and processes.
Receives requests for information or monitors sources to understand need for unemployment claims and verifications of employment.
Researches systems to respond to requests and responds with accurate information in a timely manner.
Proactively researches and proposes actions regarding federal, state and local laws.
Shares information and proposals with the HR team.
Supports HR Business Partner (HRBP) in the integration of newly acquired entities by aligning policies, practices, systems, and cultural expectations to ensure consistency, compliance, and employee stability.
Supports leaders and employees through ongoing and one-time organizational changes, restructures, integrations, and cultural shifts by supporting workforce planning, integration playbooks, project management, communication strategies, and change adoption efforts.
Performs other duties as assigned or apparent.