Senior HR Generalist

CP Payroll LLC; Mansfield (MA); Hybrid; USD 75,000 - 100,000; Full time

Benefits offered by this job

Competitive base salary

Performance-based bonus opportunity

Equity eligibility

Benefits package

Paid time off and holidays

Hybrid work environment

Job summary

ConnectPay is a growing payroll and HR technology company seeking a Senior HR Generalist to partner with managers and teams.

In this role you will own employee relations, performance management, leaves and compliance, and play a key part in shaping People practices while supporting a hybrid work environment.

Qualifications

• At least 5 years of progressive HR or People experience.
• Strong employee-relations, workplace-investigation, and manager-coaching experience.
• Demonstrated ability to independently manage sensitive workplace matters and exercise sound judgment.
• Experience administering performance management, leaves, workplace accommodations, and employment policies.
• Working knowledge of federal and state employment laws.
• Strong written communication, documentation, facilitation, and relationship-management skills.
• Ability to balance team member experience, business needs, consistency, and employment risk.
• Experience identifying workforce trends and translating information into practical recommendations.
• Bachelor's degree preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Responsibilities

• Serve as primary advisor to managers and team members on workplace relations matters.
• Coach managers through performance concerns, workplace conflicts, team member issues, and corrective-action decisions.
• Independently conduct workplace investigations, assess findings, and provide documented recommendations.
• Guide managers in developing and administering corrective actions and performance improvement plans.
• Resolve matters within the role's scope and appropriately elevate highly complex, sensitive, or high-risk concerns.
• Lead the administration and continued improvement of the Company's performance-management processes.
• Coach managers on goal setting, feedback, performance evaluations, and effective performance conversations.
• Support performance-calibration and talent-review activities.
• Analyze performance trends and recommend actions to strengthen manager and team member effectiveness.
• Assess organizational learning needs and develop or facilitate manager and team member training.
• Lead assigned leadership-development, career-development, and career-pathing initiatives.
• Partner with leaders on development and succession-readiness plans.
• Manage team member leaves of absence and workplace-accommodation processes.
• Coordinate FMLA, ADA, state leave programs, and other applicable leaves.
• Partner with team members, managers, and third-party administrators to ensure timely documentation and communication.
• Maintain appropriate confidentiality and accurate records throughout each process.
• Develop, maintain, and administer People policies, employment practices, and related procedures.
• Monitor employment-law developments and recommend appropriate policy or practice changes.
• Promote the fair and consistent application of Company policies.
• Lead or support assigned People audits, compliance initiatives, and required training.
• Partner with the People Team to strengthen onboarding and orientation.
• Conduct exit interviews and identify team member experience and retention trends.
• Support team member transitions, reorganizations, and other organizational changes.
• Lead or participate in People Team projects and cross-functional initiatives.
• Provide practical guidance regarding the people implications of business and organizational decisions.
• Analyze team member relations, performance, turnover, exit, and other workforce trends.
• Translate workforce data and recurring themes into practical recommendations for People leadership and business leaders.
• Partner with People Operations to support accurate reporting, thoughtful data interpretation, and appropriate follow-up actions.

Skills

Employee relations

Investigation

Manager coaching

Policy development

People analytics

Communication

Education

Bachelor's degree in HR or related field

PHR/SHRM certification preferred

Job description

• Base Pay $75,000.00 - $100,000.00 / Year
• Employee Type Full Time

Contact information

• Phone [phone]
• Email [e-mail]

Description

About ConnectPay

At ConnectPay, we believe great technology is even better when paired with great people. As a growing payroll and HR technology company, we help small businesses simplify payroll, navigate workforce challenges, and manage their teams with confidence.

What sets us apart is our commitment to combining innovative technology with personalized, human-first service. We build solutions that enhance human connections, not replace them, empowering our team members to deliver meaningful experiences and make a lasting impact on the businesses and communities we serve.

Our people are at the heart of everything we do. We foster a collaborative, supportive, and forward-thinking environment where ideas are valued, professional growth is encouraged, and team members have the opportunity to make a real difference.

We're looking for a Senior HR Generalist who brings strong employee relations experience, sound judgment, and a proactive, solutions-oriented mindset. In this role, you'll serve as a trusted resource to managers and team members, help navigate workplace challenges, support key People initiatives, and contribute to a positive, high-performing workplace.

About the Role

The Senior People Partner serves as a trusted advisor to managers and team members across the organization. This role independently manages employee relations, performance management, manager coaching, leaves and accommodations, employment compliance, and talent-development initiatives.

You will work closely with leaders to address workplace matters, strengthen manager effectiveness, identify workforce trends, and ensure Company policies and employment practices are applied fairly and consistently.

What You'll Do

Team Member Relations and Manager Coaching

• Serve as a primary advisor to managers and team members regarding workplace and team member-relations matters.
• Coach managers through performance concerns, workplace conflicts, team member issues, and corrective-action decisions.
• Independently conduct workplace investigations, assess findings, and provide documented recommendations.
• Guide managers in developing and administering corrective actions and performance improvement plans.
• Resolve matters within the role's scope and appropriately elevate highly complex, sensitive, or high-risk concerns.

Performance and Talent Development

• Lead the administration and continued improvement of the Company's performance-management processes.
• Coach managers on goal setting, feedback, performance evaluations, and effective performance conversations.
• Support performance-calibration and talent-review activities.
• Analyze performance trends and recommend actions to strengthen manager and team member effectiveness.
• Assess organizational learning needs and develop or facilitate manager and team member training.
• Lead assigned leadership-development, career-development, and career-pathing initiatives.
• Partner with leaders on development and succession-readiness plans.

Leaves and Accommodations

• Manage team member leaves of absence and workplace-accommodation processes.
• Coordinate FMLA, ADA, state leave programs, and other applicable leaves.
• Partner with team members, managers, and third-party administrators to ensure timely documentation and communication.
• Maintain appropriate confidentiality and accurate records throughout each process.

Policies and Compliance

• Develop, maintain, and administer People policies, employment practices, and related procedures.
• Monitor employment-law developments and recommend appropriate policy or practice changes.
• Promote the fair and consistent application of Company policies.
• Lead or support assigned People audits, compliance initiatives, and required training.

Team Member Lifecycle and Organizational Support

• Partner with the People Team to strengthen onboarding and orientation.
• Conduct exit interviews and identify team member experience and retention trends.
• Support team member transitions, reorganizations, and other organizational changes.
• Lead or participate in People Team projects and cross-functional initiatives.
• Provide practical guidance regarding the people implications of business and organizational decisions.

People Analytics

• Analyze team member relations, performance, turnover, exit, and other workforce trends.
• Translate workforce data and recurring themes into practical recommendations for People leadership and business leaders.
• Partner with People Operations to support accurate reporting, thoughtful data interpretation, and appropriate follow-up actions.

Requirements

• At least 5 years of progressive Human Resources or People experience.
• Strong employee-relations, workplace-investigation, and manager-coaching experience.
• Demonstrated ability to independently manage sensitive workplace matters and exercise sound judgment.
• Experience administering performance management, leaves, workplace accommodations, and employment policies.
• Working knowledge of federal and state employment laws.
• Strong written communication, documentation, facilitation, and relationship-management skills.
• Ability to balance team member experience, business needs, consistency, and employment risk.
• Experience identifying workforce trends and translating information into practical recommendations.
• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Summary

What We Offer

• Competitive base compensation.
• Performance-based bonus opportunity.
• Equity eligibility.
• Comprehensive benefits and retirement programs.
• Paid time off and Company holidays.
• A hybrid work environment that supports collaboration and flexibility.
• The opportunity to help shape People practices within a growing organization.

Compensation

The anticipated annual base salary range for this position is $90,000-$110,000. The actual salary offered will be based on relevant experience, skills, qualifications, internal equity, and business needs. This position is also eligible for a performance-based bonus and equity, subject to the terms of the applicable plans.

ConnectPay is an equal opportunity employer. We provide employment opportunities without regard to race, color, religion, sex, pregnancy, national origin, age, disability, genetic information, veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by applicable law.