Senior Human Resources Generalist, Talent Acquisition

JOB SUMMARY:

The Senior HR Generalist, Talent Acquisition leads full-cycle recruiting while supporting key Human Resources functions and broader people operations initiatives. This role partners closely with leadership and hiring managers to attract, assess, and hire top talent, while helping design and maintain effective recruiting, onboarding, and talent pipeline strategies, including internship programs.

The position exercises independent judgment and discretion in managing recruiting activities, evaluating candidates, advising managers on hiring decisions, and recommending compensation within established guidelines. In addition to talent acquisition, the role supports employee relations, HR programs, and day-to-day HR operations, and contributes to process and compensation improvements that enhance the overall employee experience.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES:

Talent Acquisition

• Lead full-cycle recruiting for assigned roles from requisition through offer acceptance 
• Partner with hiring managers to assess business needs, define role requirements, and develop effective recruiting strategies 
• Source, screen, and evaluate candidates based on qualifications and organizational fit 
• Manage interview processes, including coordination, feedback collection, and candidate communication 
• Advise hiring managers on candidate assessment, selection decisions, and hiring best practices 
• Develop and maintain talent pipelines for key and future roles, including early career and internship programs 
• Prepare and coordinate employment offers and recommend compensation within established guidelines 
• Monitor recruiting metrics and recommend improvements to enhance hiring effectiveness 
• Ensure a professional, consistent, and positive candidate experience throughout the recruitment lifecycle 
• Maintain accurate recruiting data and documentation within applicant tracking systems 

Onboarding and Employee Experience

• Coordinate and oversee onboarding programs to support successful new hire integration 
• Partner with managers to develop effective onboarding plans 
• Serve as an HR resource for new hires during their transition into the organization 
• Recommend improvements to onboarding processes to enhance engagement and retention 

Employee Relations and HR Support

• Provide guidance to managers and employees on HR policies, procedures, and best practices 
• Assist in employee relations matters, including participation in investigations and documentation 
• Support performance management processes and manager coaching 
• Ensure consistent application of HR policies and maintain confidentiality in handling sensitive matters 

Compensation and HR Programs

• Provide guidance on salary ranges and market competitiveness 
• Assist with compensation benchmarking, analysis, and documentation for hiring and internal equity 
• Support administration of HR programs, including bonus tracking and related processes 
• Assist with payroll-related updates, including tracking employee changes 

HR Operations and Projects

• Maintain employee records and HR systems in accordance with company standards 
• Support HR reporting and tracking of key metrics 
• Contribute to the development and improvement of HR policies, procedures, and programs 
• Support broader HR initiatives and projects that enhance organizational effectiveness and employee experience

KNOWLEDGE, SKILLS AND ABILITIES:

• Strong knowledge of recruiting practices, talent acquisition strategies, and employment processes, including applicable federal, state, and local employment laws 
• Demonstrated ability to develop and execute sourcing strategies and convert passive candidates into hires across a variety of roles 
• Ability to exercise sound judgment, use discretion, and manage competing priorities in a fast-paced environment 
• Strong partnership skills with the ability to collaborate effectively with hiring managers and cross-functional teams 
• Excellent verbal, written, and interpersonal communication skills 
• Strong analytical, reporting, and problem-solving capabilities 
• High level of organization, attention to detail, and accuracy 
• Ability to maintain confidentiality and handle sensitive information with professionalism and discretion 
• Self-motivated with the ability to work both independently and proactively 
• Proficiency in Microsoft Office Suite, HRIS, and applicant tracking systems 
• Knowledge of compensation benchmarking tools and practices (preferred)

EDUCATION AND EXPERIENCE:

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience (preferred) 
• Three to five years of progressive Human Resources experience, including significant responsibility for full-cycle recruiting 
• Demonstrated ability to exercise independent judgment in candidate evaluation and hiring recommendations 
• Experience partnering with managers to support hiring decisions, workforce planning, and organizational growth 
• Experience supporting employee relations and HR programs (preferred) 
• Experience recruiting in a growth-oriented or fast-paced environment 
• Familiarity with HRIS and applicant tracking systems 
• Professional HR certification (e.g., PHR or SHRM-CP) preferred

PHYSICAL REQUIREMENTS:

• Must be able to remain in a stationary position at least 50% of the time, including sitting at a desk and working on a computer.
• Occasionally move about inside the office and travel to and from office buildings. This may include, but is not limited to, bending and walking.
• Must be able to operate a computer and other office productivity machinery, such as a computer printer, computer keyboard, calculator, etc.
• Occasionally lift up to 15 pounds. This may be performed with reasonable accommodation.
• Ability to listen and speak with others. Must be able to exchange accurate information in these situations.
• View and type on computer screens for long periods of time.
• Ability to travel up to 30% of the time 

This description reflects management’s assignment of essential functions, it does not proscribe or restrict the tasks that may be assigned.