HR Generalist

Position Description:

The HR Generalist is an experienced, independent HR professional within Ren’s Center of Excellence for Total Rewards, Onboarding & Culture. This role owns the design and execution of Ren’s onboarding program and leads culture and employee engagement programming that creates lasting connections for new hires and drives organizational belonging.

Reporting to the VP of Total Rewards, Onboarding & Culture, this role operates with significant independence across a broad portfolio of onboarding and engagement work, exercising judgment on complex assignments and escalating strategically. The HR Generalist brings deep functional knowledge, cross-functional influence, and a disciplined approach to program design — translating organizational context into onboarding tracks and engagement touchpoints that accelerate new hire productivity and build belonging from day one.

Duties & Responsibilities:

Onboarding Program Design & Launch

• Support the design and launch of Ren’s end-to-end onboarding program — from pre-boarding through 90 days — including Day 1 experience, structured integration touchpoints, and role-specific tracks, under the guidance of the VP and with the opportunity to shape how the program comes to life.
• Help build scalable onboarding frameworks that serve employees across functions, levels, and work arrangements (in-person, hybrid, remote), applying learned best practices and adapting approaches as needs evolve.
• Collaborate with hiring managers and cross-functional partners to understand new hire needs and organizational context, leading the development of tailored onboarding tracks and exercising independent judgment on program design decisions.
• Coordinate with IT, Finance, Legal, and hiring managers to ensure new hire readiness, applying judgment to navigate novel or complex situations and partnering with the VP on decisions with significant organizational impact.
• Support the establishment of 30/60/90-day integration frameworks, buddy programs, and cross-functional introduction structures that help new hires get up to speed quickly and feel connected to the organization.
• Participate in the operating rhythm — cross-center syncs, the People Ops initiative calendar, and touchpoints with HR Business Partners — contributing to a connected employee lifecycle experience.

Culture & Employee Engagement

• Lead Ren’s employee engagement and culture programming within this center — designing and executing initiatives that reinforce organizational identity, deepen belonging, and support retention, aligning with the VP on strategic priorities and significant program decisions.
• Partner with HR Business Partners and people managers to gather input on culture and engagement needs within teams, translating those insights into programming decisions and escalating strategically to the VP on matters of broad organizational impact.
• Own the administration of employee listening mechanisms — engagement surveys, pulse checks, and structured feedback loops — leading analysis that surfaces actionable insights and presenting findings and recommendations to the VP and leadership.
• Contribute to culture touchpoints and programming that reflect Ren’s organizational identity and DEI commitments, collaborating with teammates to execute initiatives effectively.
• Work with HR Business Partners to understand the distinct needs of each business unit, translating that context into differentiated engagement programming and approaches that reflect each team’s unique dynamics.
• Identify and synthesize patterns in new hire and employee feedback that signal gaps in experience or culture alignment, developing data-informed recommendations and presenting them to the VP with proposed implementation approaches.

Manager Enablement

• Help build and maintain manager onboarding guides, toolkits, and enablement resources that equip people leaders to deliver a consistent, high-quality onboarding and integration experience for their teams.
• Draft and iterate manager-facing materials that connect onboarding and culture — helping leaders ramp new hires effectively and reinforce team culture from day one, exercising independent judgment on content direction and consulting the VP on new frameworks or significant departures from established approaches.
• Share onboarding and engagement best practices with managers, building productive working relationships and communicating clearly across levels and functions.

AI Fluency & Program Innovation

• Actively use AI tools within onboarding and engagement operations — applying solutions that improve content quality, support onboarding pathway personalization, and reduce administrative burden, with openness to learning new technologies as they emerge.
• Use AI-assisted tools to analyze new hire feedback, engagement data, and retention indicators — developing independent interpretations and recommendations, and presenting findings to the VP to inform program iteration and strategic decisions.
• Stay current on HR technology and AI capabilities relevant to onboarding and employee experience, sharing interesting developments with the team and contributing ideas to keep Ren’s people programs effective and current.
• Share knowledge with peers on effective and responsible use of AI tools within onboarding and engagement workflows, contributing to a culture of thoughtful technology adoption.

Measurement & Program Accountability

• Own tracking and reporting on onboarding and engagement metrics — including 90-day retention, new hire satisfaction, and engagement survey results — maintaining data integrity and delivering regular analysis and trend reporting to the VP and CoE leadership.
• Use program data to identify gaps in experience or outcomes, developing and implementing evidence-based improvements with appropriate autonomy, and aligning with the VP on changes with broad organizational scope or strategic implications.
• Collaborate with Compensation, Data Analytics & Project Management on HRIS data integrity for onboarding workflows and contribute to the broader People Ops reporting infrastructure.
• Performs other duties as assigned to advance the onboarding, culture, and employee engagement mission of this center of excellence.

Education & Experience:

• Bachelor’s degree in Human Resources, Business, Communications, or a related field required; or equivalent professional experience
• 5–7 years in People Operations, HR, or Talent, with demonstrated experience owning or leading onboarding, employee engagement, or culture programming; track record of building or launching programs with meaningful organizational impact
• Demonstrated ownership of program design and launch — direct experience leading the end-to-end development of onboarding, engagement, or culture initiatives, with accountability for outcomes
• Skilled at influencing and advising managers and internal stakeholders — builds credible working relationships, navigates complex interpersonal dynamics, and drives program alignment across diverse audiences
• Expertise in integrating adjacent HR disciplines — designs cohesive employee experiences that connect onboarding, culture, and engagement, and applies cross-functional knowledge to shape program strategy
• Proven ability to develop and own manager-facing resources and cross-functional coordination frameworks; creates polished, strategically calibrated content for people-leader audiences with minimal direction
• Demonstrated AI fluency: willingness and ability to use AI tools (e.g., generative AI, automation platforms) to improve onboarding content, engagement programming, and workflow efficiency; practical, curious approach to technology adoption
• Strong project leadership and organizational capability — manages complex, concurrent workstreams independently, sets priorities across competing demands, and drives cross-functional initiatives to completion
• Strong written and verbal communication — drafts manager guides, new hire communications, and program documentation with clarity and warmth; able to adapt style for different audiences
• Proficiency with HRIS and onboarding platforms (e.g., Workday, Rippling, BambooHR, or equivalent); experience configuring workflows, running reports, and optimizing platform use to support program delivery
• Operates with discretion and sound judgment on sensitive employee matters; high degree of professionalism, confidentiality, and emotional intelligence