Sr. HR Generalist

RG Barry Brands•Boston, MA

1d•$86,200 - $100,000•Hybrid

About The Position

The Sr. Human Resources Generalist is responsible for providing Human Resources support to the organization, applying expertise and independent judgment to complex and sensitive matters. The position owns day-to-day HR activities and administrative duties around payroll, benefits, compliance, performance management and compensation for assigned geographic locations, and serves as an advanced resource to leaders and cross-functional partners to ensure consistent, compliant, and effective practices. The Sr. Generalist partners directly with office leadership and other cross-functional stakeholders to assess risk, interpret policy, recommend solutions, and drive resolution of escalated issues. The Sr. Generalist will also partner with other HR Team Members/Contractors on recruiting for assigned areas, ensuring recruiting activities are completed in accordance with established procedures and requirements. If assigned to the Corporate Office, will provide support to the Director, Human Resources during the annual benefit renewal process and with benefit audits and compliance filings. Will work with and support others in Human Resources with training and other projects as assigned. If assigned to an office other than the Corporate Office, will be responsible for working with office leadership, up to the CEO, and cross-functional partners on additional projects and initiatives as assigned.

Requirements

Bachelor’s degree and 4+ years of progressive Human Resources Generalist experience (or equivalent combination of education and experience).
Demonstrated experience supporting full life-cycle recruiting, including job description development, compliant interviewing/selection practices, offer generation, documentation/record retention, and partnering with hiring leaders and external recruiters/contractors.
Working knowledge of employee benefits administration, annual enrollment, and leave management (FMLA/ADA coordination as applicable), including vendor communication, issue escalation, and confidentiality requirements.
Experience with HR operations and payroll-adjacent processes (employee data changes, audits/reconciliations, approvals, and controls) with strong attention to data integrity and compliance.
Knowledge of employment law and HR compliance practices (e.g., postings/notices, unemployment and Workers’ Compensation coordination, documentation standards) and ability to identify risk and recommend appropriate actions.
Experience advising leaders on performance management, corrective action documentation, and compensation/status changes with a focus on consistency, policy alignment, and timely execution.
Strong analytical and problem-solving skills; able to interpret policies, assess complex situations, exercise sound judgment, and drive resolution of escalated issues.
Highly organized with the ability to manage multiple priorities, meet deadlines, and maintain accurate, audit-ready documentation.
Excellent interpersonal, written, and verbal communication skills, including experience partnering with senior leadership and cross-functional stakeholders.
Proficiency with Microsoft Office (Excel, Word, PowerPoint, Outlook) and HRIS platforms (Paylocity, BambooHR and org chart software preferred); comfort using AI tools to improve efficiency while maintaining confidentiality and data standards.
Customer-focused mindset with a strong work ethic, professionalism, and ability to represent the organization positively at all levels.
Ability to travel occasionally to other offices for recruiting-related activities and/or training as needed.
Alignment with RG Barry’s values of trust, ambition, inclusion, creativity, responsibility, and teamwork.

Nice To Haves

HR certification (SHRM-CP/SCP, PHR/SPHR) preferred.

Responsibilities

Serves as a recruiting partner for assigned locations and roles, ensuring consistent execution of the full life-cycle hiring process and adherence to internal controls and legal requirements.
Consults with leaders to assess workforce needs, define/refresh job descriptions, and align sourcing strategy to business priorities.
Reviews and evaluates applicant pools, conducts and/or guides screening, and advises hiring teams on selection practices and compliant interview techniques.
Coordinates interview logistics and drives timely feedback/decisions, escalating risks or process gaps as needed.
Secures required approvals for requisitions and offers, prepares offer letters and independent contractor agreements, and ensures documentation and record retention are complete and audit-ready.
Partners with external recruiting contractors to ensure service levels, candidate experience, and process requirements are met.
Acts as the primary benefits resource for assigned locations, providing consultative guidance to leaders and Team Members on plan provisions, eligibility, and enrollment actions while protecting confidentiality and ensuring consistent application of policy.
Leads annual enrollment for assigned locations, including communications, auditing enrollments, and resolving carrier/file issues.
Independently manages leave administration (FMLA/ADA coordination as applicable), disability, and other leave programs, partnering with payroll, managers, and vendors to ensure accurate pay/benefit impacts and timely documentation.
Troubleshoots escalated claims or coverage issues and coordinates resolution with vendors.
Supports the Director, Human Resources during annual benefit renewal by coordinating vendor data requests, supporting benefit audits and compliance deliverables (including Form 5500 preparation support), and ensuring monthly invoices and reconciliations are accurate and timely.
Owns day-to-day HR operational execution for assigned locations with a focus on accuracy, compliance, and strong internal controls.
Oversees HR/payroll-related transactions (new hires, terminations, address and position changes, pay changes, status changes, and other HRIS actions), ensuring data integrity, proper approvals, and timely processing.
Serves as the primary point of contact for HRIS record maintenance and reporting needs for assigned locations; identifies trends, reconciles discrepancies, and drives corrective action to prevent recurrence.
Leads the Motor Vehicle Report (MVR) process and related documentation requirements for assigned roles.
Maintains and updates organizational charts for assigned locations and ensures files and records are complete, confidential, and audit-ready.
Applies advanced knowledge of employment practices to identify risk, interpret policy, and guide leaders through complex and sensitive situations.
Oversees unemployment and Workers’ Compensation claims administration for assigned locations, including documentation, investigation support, vendor coordination, and hearing preparation as needed.
Monitors and supports compliance with applicable federal, state, and local employment laws and required postings/notices; partners with cross-functional stakeholders to close gaps and implement corrective actions.
Serves as an escalation point for compliance concerns, recommends solutions, and drives timely resolution while maintaining appropriate documentation.
Coordinates or supports completion of required government filings and compliance notices in partnership with the Director, Human Resources and external partners.
Serves as a trusted advisor to leaders for assigned locations on performance management practices, coaching, corrective action documentation, and escalation handling, ensuring consistency and compliance.
Oversees performance review cycles for assigned locations, including timelines, leader support, quality review of documentation, and completion tracking; escalates gaps and drives closure.
Partners with payroll and leadership to ensure compensation and status changes are accurately approved, documented, and implemented in a timely manner.
Leads job description development and maintenance, including evaluation/grading to support internal equity, consistent role requirements, and alignment of skills, knowledge, and education across comparable roles; provides recommendations to leaders on role changes and pay actions based on policy, market inputs (when available), and internal alignment.
Leads and/or supports cross-functional HR initiatives for assigned locations.
Provides partnership to office leadership and other stakeholders to diagnose issues, recommend solutions, and drive resolution of escalated concerns.
Provides project and operational support to the Director, Human Resources on benefit renewal activities, audits, and compliance-related deliverables.
Partners with office leadership up to the CEO and cross-functional partners on additional projects and initiatives as assigned.
Collaborates with and supports other HR team members and contractors by sharing knowledge, assisting with training, and contributing to other HR programs as needed.