Sr. People Resources Generalist

Canoe Intelligence•New York, NY

6d•$105,000 - $115,000•Hybrid

About The Position

The Sr. People Resources Generalist plays a key role in supporting and enhancing the full employee lifecycle. This position provides hands-on HR support to employees and managers, oversees HR operations, leads employee relations initiatives, and contributes to strategic HR projects and policy development. The ideal candidate has deep HR generalist experience, strong analytical skills, and a demonstrated ability to build trust across the organization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field preferred
5–8 years of progressive HR generalist experience supporting a diverse employee population.
Experience in multi-state and global HR environments strongly preferred.
Strong knowledge of employment laws (FLSA, FMLA, ADA, multi state regulations).
Excellent interpersonal and communication skills with the ability to influence and coach at all levels.
Strong understanding of benefits administration and oversight, including medical, dental, vision, flexible spending accounts, and 401(k)
High degree of professionalism, discretion, and judgment.
Strong analytical skills with ability to interpret HR data and develop insights.
Proficiency with HRIS platforms (ADP,)
Proven ability to manage multiple tasks and deadlines in a fast-paced environment.

Nice To Haves

Familiarity with Lattice and Gsuite preferred

Responsibilities

Serve as a primary HR contact for employees and managers on HR policies, performance issues, conflict resolution, and general HR inquiries.
Oversee new hire onboarding coordination, communication, and system setup; Coordinate and lead new hire orientation for all team members
Assist employees with benefits enrollment, questions, and escalations; coordinate with benefits vendors to resolve issues; Support open enrollment planning, communications, and execution.
Support the full performance management cycle, including goal setting, mid-year and year-end reviews.
Advise managers on performance documentation and development planning.
Help identify training needs and coordinate development programs or resources for employees.
Maintain accurate employee data within the HRIS; produce reports and dashboards to support workforce decisions.
Lead or assist in updating company policies, employee handbook sections, and HR procedures.
Analyze employee engagement data and partner with leadership to implement action plans.
Lead or participate in cross-functional HR projects such as DEI initiatives, process automation, HRIS enhancements, or culture-building programs.
Provide insight and recommendations on improving employee experience, HR efficiency, and systems improvement