Senior Human Resources Generalist

Keystone CPAs; Reno (NV); On-site; USD 78,000 - 95,000; Full time

Job summary

Keystone CPA seeks an experienced Senior HR Generalist to own the firm’s HR and employee lifecycle functions, delivering timely, compliant HR practices and a professional employee experience.

The role focuses on onboarding, employee relations, performance management, HR systems (Paylocity), benefits, leave, and policy administration across on-site, hybrid, and remote employees.

Qualifications

• 5+ years of progressive HR experience in a generalist role.
• Experience supporting employees and managers in a small-to-midsized, growing organization.
• HRIS/payroll experience; Paylocity strongly preferred.

Responsibilities

• Serve as a primary contact for employee HR questions and concerns.
• Maintain accurate employee records, HR documentation, and HR calendars.
• Administer HR processes and employee information in Paylocity, including status, compensation, promotions, transfers, and other changes.
• Coordinate with leadership, managers, payroll, benefits, IT, and vendors to ensure responsibilities are completed accurately and on time.
• Own and coordinate preboarding and onboarding experiences for new hires.
• Maintain onboarding checklists and verify completion.
• Conduct or coordinate new-hire check-ins after start date.
• Administer approved employee incentive programs, including KPIs, scorecards, and bonus metrics.

Skills

HR generalist

Onboarding

Employee relations

Performance management

HRIS/payroll

Paylocity

Education

Bachelor's degree in HR or related field

Tools

Paylocity

CCH Axcess

Job description

Compensation: $78,000–$95,000 annually, depending on experience

Position Summary

Keystone CPA is seeking an experienced, highly organized Senior HR Generalist to own the firm's day-to-day HR and employee lifecycle functions. This role is accountable for timely execution, accurate documentation, consistent HR practices, and a professional employee experience.

The Senior HR Generalist will serve as a primary resource for employees and managers and own or coordinate preboarding, onboarding, employee relations, performance management, HR systems, benefits, leave, policies, compliance, employee records, workforce administration, incentive programs, employee experience, and offboarding.

A major focus is ensuring every new employee is fully prepared to join Keystone, with clear ownership and follow-through across managers, IT, operations, and third-party providers.

Key Responsibilities

HR Operations & Employee Support

• Serve as a primary contact for employee HR questions and concerns.
• Maintain accurate employee records, personnel files, HR documentation, and HR calendars.
• Administer HR processes and employee information in Paylocity, including status, compensation, promotions, transfers, and other changes.
• Develop and improve HR processes, checklists, templates, and documentation.
• Coordinate with leadership, managers, payroll, benefits, IT, and vendors to ensure responsibilities are completed accurately and on time.
• Ensure consistent HR support across on-site, hybrid, and remote employees.

Workforce Administration & Metrics

• Maintain staffing rosters, organizational charts, employment-status information, and position data.
• Prepare a concise monthly people-operations dashboard covering headcount, turnover, onboarding status, performance-review completion, manager 1:1 completion, open-position handoffs, material leave/employee-relations matters, and overdue HR actions.
• Maintain an HR action log with owners, due dates, and escalation status.
• Administer approved employee incentive programs, including KPIs, scorecards, and bonus metrics.

Preboarding & Onboarding

Own and coordinate the employee's preboarding and onboarding experience after offer acceptance.

• Coordinate employment paperwork, preboarding requirements, and background-check clearance.
• Maintain onboarding checklists and verify completion.
• Prepare welcome communications.
• Develop a detailed two-week onboarding/training agenda with managers and subject-matter experts.
• Coordinate first-day readiness with managers, IT, operations, and vendors.
• Coordinate laptops and technology with third-party IT providers.
• Confirm email/Outlook accounts and appropriate system access before start date.
• Add new employees to required meetings, huddles, firmwide communications, and calendars.
• Coordinate professional meeting backgrounds, bios, headshots, employee profiles, corporate banners, website information, and applicable professional/social-media links.
• Prepare and send new-hire swag.
• Coordinate keycards, parking, signage, workspace readiness, and other office needs.
• Facilitate HR orientation and ensure required forms, policies, acknowledgments, and employment documentation are completed.
• Assist with benefits enrollment and follow up on outstanding requirements.
• Confirm annual work schedules in CCH Axcess or applicable scheduling software.
• Conduct or coordinate new-hire check-ins after start date.

Important: HR owns onboarding coordination and completion. Managers, IT, operations, and other functional owners remain responsible for technical training, IT configuration, client-work assignments, and other tasks within their areas.

Employee Relations

• Serve as a trusted and approachable HR resource.
• Receive, document, and appropriately address employee concerns.
• Support managers with workplace issues and employee communications.
• Conduct or coordinate employee-relations inquiries.
• Identify matters requiring escalation to leadership, outside HR advisers, or employment counsel.
• Maintain confidentiality, thorough documentation, and consistent policy application.

Performance Management

• Administer new-hire check-ins and firmwide performance reviews.
• Maintain review calendars, communicate deadlines, track completion, and maintain documentation.
• Support managers with performance documentation.
• Coordinate Performance Improvement Plans and corrective actions as directed by leadership.

Managers own employee evaluation, coaching, and performance management; HR owns the process, administration, documentation, and follow-through.

Manager & Employee 1:1s

• Establish a process for meaningful manager/employee 1:1s at least quarterly.
• Provide tools, reminders, and discussion guides.
• Track completion and follow up on overdue conversations.
• Support effective communication and engagement for remote/hybrid employees.
• Identify recurring engagement, communication, development, performance, and retention themes and provide leadership with a concise quarterly summary and recommendations.

Benefits, Leave & Employee Administration

• Serve as a primary resource for benefits and HR programs.
• Coordinate PTO, sick leave, and other leave administration.
• Maintain accurate HRIS information.
• Coordinate with payroll, benefits brokers, insurance providers, and other vendors.
• Support annual benefits enrollment and employee communications.
• Maintain the employee handbook and HR policies.
• Support consistent policy administration.
• Monitor required employment documentation and compliance activities.
• Coordinate required notices, acknowledgments, and HR records.
• Maintain background-check and other employment records.
• Engage outside HR advisers or employment counsel when appropriate.

Employee Experience & Retention

• Help create a professional, organized, and welcoming employee experience.
• Conduct or coordinate employee check-ins.
• Identify engagement, experience, and retention trends.
• Support managers with employee communication and engagement.
• Monitor remote/hybrid employees for recurring engagement, communication, inclusion, or retention concerns and escalated as appropriate.
• Coordinate practical recognition and engagement initiatives.

Offboarding

• Coordinate employee departures and offboarding.
• Maintain separation documentation and administrative records.
• Coordinate with IT, payroll, benefits, managers, and other stakeholders.
• Ensure system-access termination, equipment return, and other administrative processes are completed.
• Conduct or coordinate exit interviews.
• Identify recurring exit themes and incorporate material findings into people-operations reporting and leadership discussions.

HR Ownership

The Senior HR Generalist owns:

The Senior HR Generalist and recruiting function will communicate closely when information materially affects recruiting, onboarding, employee experience, or retention while maintaining clear ownership of their respective functions.

Qualifications

• Approximately 5+ years of progressive HR experience in an HR Generalist, Senior HR Generalist, HRBP, People Operations, or similar hands‑on role.
• Experience supporting employees and managers in a small‑to‑midsized, growing organization.
• Professional‑services, accounting, financial‑services, legal, consulting, or similarly deadline‑driven experience strongly preferred.
• Startup, entrepreneurial, or rapidly scaling organization experience highly desirable.
• Remote/hybrid HR experience.
• Demonstrated employee‑relations and performance‑management documentation experience.
• Experience owning or coordinating comprehensive onboarding and employee lifecycle processes.
• Working knowledge of employment practices and HR compliance.
• HRIS/payroll experience; Paylocity strongly preferred.
• Experience coordinating benefits, IT, payroll, background‑check, and other third‑party vendors.
• CCH Axcess or similar professional‑services practice‑management experience is a plus.
• Strong written and verbal communication skills.
• Exceptional organization, documentation, attention to detail, and follow‑through.
• Ability to manage multiple hires, deadlines, vendors, managers, and employee needs simultaneously.
• Ability to handle confidential matters with discretion and sound judgment.
• Self‑directed, proactive, and able to drive responsibilities through completion without detailed instructions.
• Experience with HR metrics, dashboards, action logs, or management reporting that makes ownership and overdue actions visible.

Keystone CPA is an Equal Opportunity Employer committed to a diverse and inclusive workplace. Employment decisions are based on qualifications, merit, and business needs without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable federal, state, or local law.