HR Generalist

RESPONSIBILITIES

HRBP and Generalist Support: Partner closely with the HR Business Partner team to support the HR needs of assigned business groups and help execute people strategies aligned with business priorities.

Manager Support and Coaching: Serve as a responsive resource for managers on day-to-day HR questions, including performance feedback, employee development, policy application, team dynamics, employee engagement, and other people-management practices.

Employee Relations: Support and independently manage routine to moderately complex employee relations matters, including intake, fact-finding, documentation, and follow-up. Escalate sensitive, high-risk, or complex issues to the Director, HR Business Partner, Employee Relations, Legal, or other appropriate partners.

Performance Management: Support the planning, administration, and communication of performance-management processes. Help managers prepare for performance conversations, document feedback, and navigate performance improvement processes in partnership with the Director, HR Business Partner.

Employee Lifecycle Support: Support key employee lifecycle activities, including onboarding, new-hire check-ins, internal mobility, employee development, leaves and accommodations coordination as applicable, employee exits, and exit interviews.

Employee Engagement: Support employee listening efforts, including engagement surveys, new-hire check-ins, focus groups, and other feedback channels. Identify themes and partner with the Director and business leaders on practical actions that improve employee experience and engagement.

Talent and Development Initiatives: Assist with talent planning, succession planning, development planning, and learning initiatives. Help identify employee and manager development needs and coordinate resources or programs with relevant HR partners.

Data Management and Reporting: Maintain accurate employee and organizational data in HRIS systems (Success Factors). Prepare reports, analyze people metrics, identify trends, and provide organized information to support business and HR decisions.

HR Projects and Process Improvement: Independently manage assigned HR projects and operational initiatives. Streamline routine processes, maintain clear documentation, track project status, and communicate responsibilities and next steps to stakeholders.

Cross-Functional Collaboration: Work effectively with Talent Acquisition, Total Rewards, HR Operations, Learning and Development, Legal, Corporate Finance, Internal Communications and other internal partners to coordinate HR initiatives and provide a consistent employee experience.

Coaching and Knowledge Sharing: Share HR knowledge, tools, and practical guidance with colleagues. Support the development of less-experienced team members through mentorship, feedback, documentation, and training as appropriate.

Compliance and Policy Application: Apply company policies and working knowledge of California, federal, and applicable local employment requirements in day-to-day work. Identify potential risks and raise concerns promptly to the Director, HR Business Partner or appropriate subject-matter experts.

MINIMUM QUALIFICATIONS

Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field; equivalent relevant experience may be considered.

5+ years of progressive Human Resources experience in People Operations, ideally as an HR Generalist or similar client-facing HR roles. 

Experience supporting managers and employees across a range of HR topics, such as performance management, employee engagement, talent development, and policy interpretation.

Working knowledge of California employment laws and HR practices, as well as applicable federal and local employment requirements.

Demonstrated ability to manage multiple priorities, organize work effectively, and independently drive assigned projects or processes to completion.

Strong interpersonal, written, and verbal communication skills, with the ability to build trust and communicate effectively with employees, managers, and cross-functional partners.

Sound judgment and discretion in handling confidential and sensitive employee information.

Strong analytical skills and the ability to use available data, feedback, and experience to recommend practical solutions.

Experience maintaining HR data and using HRIS systems (SuccessFactors / Workday etc), reporting tools, spreadsheets, and presentation tools.

Proficiency in Google Workspace or Microsoft Office Suite, including spreadsheets and presentations.

Ability to work effectively in a fast-paced, collaborative, and inclusive environment.

NICE TO HAVES

Experience supporting a California-based employee population.

Experience partnering with global colleagues or supporting distributed teams across multiple time zones.

Experience in the technology, automotive, mobility, or other fast-paced growth industry.

Experience supporting organizational change, employee engagement programs, talent planning, or performance-management cycles.

Experience using people data and employee feedback to identify trends and recommend process improvements.

Japanese language proficiency is a plus.