HR Generalist

Evlo AI; New York (NY); On-site; USD 85,000 - 120,000; Full time

Job summary

Evlo AI in New York is seeking an HR Generalist to own day-to-day HR operations, from onboarding to benefits administration, policy development, and HRIS management.

You will partner with leadership to scale people programs, ensure compliance across jurisdictions, and build a strong employee experience as the company grows.

The role emphasizes investigations, reporting, collaboration with recruiting, and running engagement programs to inform leadership decisions.

Qualifications

• 3–6 years of HR generalist experience in a high-growth tech environment.
• Working knowledge of employment law across multiple states; NYC experience preferred.
• Hands-on experience administering an HRIS and building reporting (Rippling, BambooHR, Workday, or similar).
• Track record of handling sensitive employee relations matters with discretion and professionalism.
• Strong written communication and documentation skills.

Responsibilities

• Own HR operations end-to-end: onboarding, offboarding, benefits administration, and records management.
• Serve as first point of contact for employee relations questions, conducting investigations with sound judgment.
• Administer and optimize the HRIS (Rippling, Gusto, BambooHR, or similar), maintaining data accuracy and automating workflows.
• Support performance management cycles, compensation reviews, and internal promotions with People leadership.
• Develop and enforce HR policies, ensuring compliance with federal, state, and NYC employment law.
• Partner with recruiting on offer construction, onboarding, and 30/60/90-day check-ins.
• Run engagement programs and analyze people metrics to inform leadership decisions.

Skills

HR Generalist

Employment Law

HRIS Administration

Employee Relations

Policy Writing

Data Reporting

Education

Bachelor’s degree in HR, Business, or related field

SHRM-CP or PHR (preferred)

Tools

Rippling

Gusto

BambooHR

Workday

Job description

About The Role

The role owns day-to-day HR operations for a fast-growing technology company: employee relations, onboarding, benefits administration, policy development, and HRIS management.

About The Role

The role owns day-to-day HR operations for a fast-growing technology company: employee relations, onboarding, benefits administration, policy development, and HRIS management. You will work closely with leadership to scale people programs, ensure compliance across jurisdictions, and build a strong employee experience as the company grows.

Key Responsibilities

• Own HR operations end-to-end: onboarding, offboarding, benefits administration, and records management
• Serve as first point of contact for employee relations questions, conducting investigations and resolving issues with sound judgment
• Administer and optimize the HRIS (Rippling, Gusto, BambooHR, or similar), maintaining accurate data and automating manual workflows
• Support performance management cycles, compensation reviews, and internal promotions with People leadership
• Develop and enforce HR policies, ensuring compliance with federal, state, and NYC employment law
• Partner with recruiting on offer construction, new-hire onboarding, and 30/60/90-day check-ins
• Run engagement programs and analyze people metrics (attrition, engagement scores, time-to-productivity) to inform leadership decisions

What We Are Looking For

• 3-6 years of HR generalist experience, ideally in a high-growth technology environment
• Working knowledge of employment law across multiple states, with NYC-specific experience preferred
• Hands-on experience administering an HRIS and building reporting (Rippling, BambooHR, Workday, or similar)
• Track record of handling sensitive employee relations matters with discretion and professionalism
• Strong written communication and ability to create clear, practical documentation
• Bachelor's degree in Human Resources, Business, or related field, or equivalent experience; SHRM-CP or PHR a plus
• Bonus: experience scaling HR operations from 100 to 300+ employees, or exposure to equity compensation and immigration processes