Sr. HR Generalist

MD Integrations

11d • $75,000 - $95,000 • Remote

About The Position

We are seeking a Senior HR Generalist with an emphasis in talent management to provide hands-on tactical ownership with strategic support as we scale. You'll partner with managers and employees across the organization to support their goals, coach managers through the fundamentals of people leadership, and drive full-cycle recruitment to secure best-in-class talent.

The Sr. HRG partners with managers and directors providing consultative support across talent management, workforce planning, legal and compliance, and employee relations. You will also help employees navigate all things employment from questions on benefits and pay to guiding them through a leave of absence. This role is critical to executing our people strategy daily, building trusted relationships, and coaching people leaders to success.

Partnering with our SVP, People you’ll function across core HR Operations and talent acquisition, while supporting the buildout of initiatives like performance and compensation frameworks, employee engagement and recognition programs, and learning and development strategies as the company grows.

Are you a business- and people-focused builder who thrives at the intersection of people and processes? Dive into the deep end and let us know if this sounds like you:

Requirements

• Minimum 3 years’ experience in a mid-level HR Generalist, HR Business Partner, or Talent role with demonstrated ownership of meaningful scope (this is not an entry point for HR Coordinators or Assistants); we're looking for someone equally strong as an HR pro and recruiter.
• Strong HR domain knowledge and business acumen, including familiarity with federal, state, and local labor laws (FMLA, ADA, etc.); HIPAA familiarity a plus.
• Proven experience (and genuine enthusiasm for) recruiting professional-level roles; experience in Engineering and Clinical Ops (RN, MA, etc.) recruitment preferred, with the ability to flex into other functions like Marketing, Sales, and Customer Success as our hiring needs expand.
• Strong background in talent management, job design, job descriptions, and recruitment; compensation expertise is a plus.
• Proven experience leading people through growth-oriented organizational change, balancing evolving business needs with an employee-first, remote culture.
• Thrives in a fast-growing, fully remote environment. Able to flex and reprioritize quickly across competing demands and tight timelines without losing momentum. Focus and personal accountability are a must-have.
• Ability to work a flexible schedule as workload demands (generally Monday–Friday).
• Core tools: Rippling (HCM, ASO, Benefits broker), GSuite (Docs, Sheets, Meet, Drive), Slack, Asana (PM), AI tools for business.

Nice To Haves

• Experience leveraging data and People analytics to generate insights and support business decisions is a nice to have, and something we’ll build upon as we grow.

Responsibilities

• Coach and advise managers and directors, from first-time leaders to seasoned pros, through employee relations and organizational challenges to find practical, win-win outcomes benefiting the business and employees.
• Be the go-to, no-question-too-small resource for employees' everyday HR needs, from onboarding and offboarding to comp/benefits questions and the occasional LOA.
• Recruit top talent across the business in close partnership with hiring managers, from job design through the candidate experience. Immediate focus is on engineering and clinical operations roles, expanding to Marketing, Sales, and Customer Success over time.
• Own ongoing compliance for federal, state, and local employment law, leveraging Rippling ASO resources for multi-state requirements and policy updates.
• Support and lead change management initiatives that champion a people-first culture, including thoughtful planning, communication and implementation, minding the impact.
• Partner with the SVP to roll out and maintain new HR programs, including performance management and compensation frameworks, providing hands-on input and change management.
• Manage routine HCM administration, including data hygiene, employee records, time & attendance, and basic to intermediate reporting.
• Assess department talent needs and gaps to ensure teams have the right people, level and roles to meet objectives, using job design and talent attraction strategies to close them.
• Build scalable HR processes and documentation as we grow: see it, own it, make it better, then turn it into a how-to guide for easy use and distribution.
• Support payroll as backup to Accounting, partner on the annual comp review process, and keep employee changes (promotions, raises, role changes) accurately reflected in the HCM.

Benefits

• Competitive Salary: Targeted range for this position is $75,000 - $95,000 per year DOE with opportunity to increase over time.
• Comprehensive Benefits Package: Our benefits package includes 75% subsidized health insurance, dental insurance, vision insurance, paid time off, and a 401(k) retirement savings plan with company match.
• Professional Development Opportunities: We are committed to investing in our employees' professional development and offer a variety of on the job development opportunities.
• Flexible Work Arrangements: We are a fully remote team who collaborate both synchronously and asynchronously to achieve the best outcomes.
• Collaborative and Supportive Work Environment: We foster a collaborative and supportive work environment where employees are encouraged to share ideas and contribute to the company's success.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed