Sr HR Generalist

Resourcing Edge•New York, NY

1d•Hybrid

About The Position

LR Paris is seeking an experienced, resourceful, and highly organized Senior HR Generalist to manage day-to-day HR operations and strengthen the people infrastructure of its growing business. As the primary internal HR professional, this hands-on individual contributor will work with Talent Acquisition and company leadership to support effective people management, organizational development, and operational excellence. The role involves broad ownership of HR operations, employee relations, performance management, compensation and benefits administration, compliance, and organizational development. The Senior HR Generalist will help develop and refine scalable HR practices that support attracting, developing, and retaining talent while balancing clear policies and accountability with flexibility, collaboration, and an entrepreneurial spirit. This is a hybrid role requiring three days onsite, and candidates must live within commuting distance of NYC.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
5–8+ years of progressive, hands-on HR generalist experience.
Demonstrated experience independently managing multiple HR functions, ideally within a small or midsize organization.
Strong working knowledge of employment laws, HR compliance, employee relations, benefits administration, compensation practices, and payroll coordination.
Experience advising managers on performance management, employee relations, and sensitive workplace matters.
Familiarity with compensation benchmarking, salary reviews, and organizational reporting.
Proficiency with HRIS platforms, Microsoft Office, and HR-related reporting.
Exceptional organizational skills, attention to detail, and ability to manage competing priorities.
Strong interpersonal skills, discretion, and ability to establish credibility with employees and senior leadership.
A proactive, resourceful approach and flexibility to contribute to management discussions while handling routine operational responsibilities.
Candidates must be based within a commutable distance of NYC and be able to work onsite three days per week.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience as a standalone HR Generalist or member of a lean HR team.
Experience improving HR processes, documentation, and HRIS workflows.
Experience supporting employees across multiple U.S. states.
Experience working in an internationally operating organization and coordinating with local management or external HR advisers.
Background in a growing, entrepreneurial, creative, consumer products, or professional services organization.

Responsibilities

Own and execute daily HR operations, maintaining accurate employee records, HRIS data, personnel documentation, and HR policies.
Maintain current organizational charts and, in partnership with executive leadership, future-state charts reflecting approved organizational plans and anticipated staffing needs.
Administer employee benefits, coordinate enrollments, changes, and renewals, and serve as the primary contact for benefit questions.
Partner with payroll providers and Finance on employee information, payroll changes, and timekeeping records.
Manage employee lifecycle administration, including employment changes, leaves of absence, separations, exit interviews, and offboarding documentation.
Identify and implement opportunities to streamline HR workflows, improve documentation, and increase operational efficiency.
Serve as the primary contact for employee questions, workplace concerns, and HR-related matters.
Advise and coach managers on employee relations, performance management, expectations, difficult conversations, underperformance, corrective actions, and conflict resolution.
Support performance reviews and promote consistent performance expectations, accountability, and documentation across departments.
Partner with leadership to foster respect, accountability, collaboration, policy adherence, and employee engagement.
Maintain accurate compensation records and support consistent application of approved compensation practices.
Conduct compensation benchmarking and provide salary market data; support salary reviews, promotion recommendations, compensation adjustments, planning, budgeting inputs, and internal consistency.
Monitor compliance with applicable federal, state, and local employment laws and regulations; keep HR policies, handbooks, and practices current and consistently applied.
Manage required employment documentation, including I-9 compliance and personnel records; coordinate employee leave administration, workplace accommodations, and unemployment claims.
Identify compliance risks, recommend practical solutions, and engage external HR or legal resources when appropriate.
Establish HR procedures, documentation standards, and escalation protocols for sensitive employment matters.
Coordinate with the Talent Acquisition Manager and hiring managers to support recruitment-to-HR transitions and maintain employee, benefits, and compliance records.
Maintain accurate job descriptions with department leaders and Talent Acquisition, and align staffing plans and organizational documentation with recruitment priorities.
Support organizational effectiveness by maintaining role documentation, identifying responsibility gaps or overlaps, and coordinating leadership-approved organizational changes.
Partner with leadership to improve role clarity, reporting relationships, management accountability, and organizational communication.
Support employee training, professional development, and performance improvement initiatives.
Track and report HR metrics, including turnover, retention, headcount, staffing changes, and employee trends; use HR systems, reporting tools, and automation to improve accuracy and visibility.
Collaborate with leadership to anticipate and address emerging HR needs as the business grows.