Sr HR Generalist

Resourcing Edge•New York, NY

10d•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 a growing business. As the primary internal HR professional, this individual works with Talent Acquisition and company leadership to support effective people management, organizational development, and operational excellence. This hands-on individual-contributor role spans HR operations, employee relations, compliance, benefits, compensation administration, organizational development, and process improvement. The role calls for independent problem-solving and trusted advising of employees and leaders while helping build scalable HR practices that support the company’s growth and workplace culture. The position is hybrid, with three days onsite, and candidates must live within a commutable 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.
Proactive, resourceful approach and flexibility to contribute to management discussions while handling routine operational responsibilities.
Must be based within a commutable distance of NYC.

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 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 employee records, HRIS data, personnel documentation, policies, and accurate organizational charts, including approved future-state plans.
Administer employee benefits, coordinate enrollments, changes, renewals, and communications, and respond to benefit-related questions.
Partner with payroll providers and Finance to maintain accurate employee information, payroll changes, and timekeeping records.
Manage employee lifecycle administration, including employment changes, leaves of absence, offboarding, separations, exit interviews, and related documentation.
Serve as the primary contact for employee questions, workplace concerns, and HR matters; handle sensitive issues with discretion and confidentiality.
Advise and coach managers on employee relations, performance management, expectations, difficult conversations, underperformance, corrective actions, and conflict resolution.
Support performance reviews and consistent performance expectations, accountability, and documentation across departments.
Partner with leadership to foster a respectful, accountable, collaborative workplace culture and support employee engagement initiatives.
Maintain compensation records and support approved compensation practices; conduct compensation benchmarking and provide salary market data.
Support salary reviews, promotion recommendations, compensation adjustments, compensation planning, budgeting inputs, and internal compensation consistency in partnership with Finance and leadership.
Monitor compliance with federal, state, and local employment laws; maintain current policies, handbooks, employment practices, I-9 compliance, personnel records, and other required documentation.
Coordinate leave administration, workplace accommodations, and unemployment claims; identify compliance risks and recommend practical solutions, involving 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 the transition from recruitment to HR administration; maintain accurate employee, benefits, and compliance records.
Maintain current job descriptions with department leaders and Talent Acquisition, and align organizational documentation and approved staffing plans 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.
Recommend and implement improvements to HR policies, systems, workflows, and employee processes; support training, professional development, and performance improvement initiatives.
Track and report HR metrics, including turnover, retention, headcount, staffing changes, and relevant employee trends; use HR systems, reporting tools, and automation to improve accuracy and efficiency.
Collaborate with leadership to anticipate and address HR needs as the business grows.