Senior HR Generalist

Role overview

The Senior HR Generalist is responsible for delivering practical, hands-on HR support to managers and employees while taking ownership of defined HR program activities. In this role, you will work closely with HR Business Partners and Centers of Excellence to ensure HR services are delivered consistently, accurately, and at a high standard for the assigned employee group.

With moderate independence, this position requires sound judgment when handling routine and moderately complex HR situations, spotting trends and potential risks, and suggesting next steps to HR Business Partners. The role blends strong execution with day-to-day HR advisory support and acts as a dependable resource for managers while staying aligned with established HR frameworks and policies.

Key responsibilities

• Take ownership of assigned pieces of HR programs such as performance review stages, talent review preparation, compensation input collection, and follow-up on engagement actions.
• Act as the lead for selected HR processes or activities for specific populations, ensuring work is completed accurately, on time, and consistently.
• Work with HR Business Partners to turn program requirements into clear actions and deadlines for managers.
• Prepare summaries, observations, and practical recommendations from program results and manager input.
• Provide ongoing guidance to managers on performance management, employee relations, compensation principles, and employee development within approved policies and standards.
• Coach managers on communication, feedback delivery, and preventing issues before they escalate.
• Build trust with managers by giving timely, sensible, and practical HR advice.
• Review people data, trends, and case information to identify patterns, risks, and opportunities for improvement.
• Share consolidated insights and recommendations with HR Business Partners to support workforce planning, manager development, and process improvements.
• Serve as an early indicator of emerging concerns related to employee experience or performance in supported groups.
• Work closely with the Compensation team on job profile and leveling reviews, including role scoping, market comparison inputs, and document preparation.
• Coordinate compensation-related actions for supported populations, including annual merit planning, off-cycle increases, retention actions, and spot or project-based bonus recommendations, while following approval and guideline requirements.
• Lead the HR execution side of manager compensation requests by checking inputs, advising on policy boundaries, and routing items for timely review with Compensation and HR Business Partners.
• Help managers understand compensation outcomes and support clear employee communication in coordination with HR Business Partners.
• Recognize recurring compensation themes such as retention pressure, role overlap, or market competition and escalate them to the right HR and Compensation partners.
• Spot inefficiencies or gaps in HR processes that affect the supported employee population and recommend improvements.
• Partner with HR Operations or Solutions teams to improve workflows, documentation, and manager-facing tools.
• Maintain accurate data and documentation in HR systems such as Workday.
• Support organizational and operational change by reinforcing communications, preparing manager toolkits, and responding to employee questions.
• Help managers through transitions by clarifying expectations, timing, and available HR support resources.
• Share feedback with HR leadership on how change is being adopted and how employees are responding.

Requirements

• Bachelor’s degree in Human Resources, Business, or a closely related field.
• 5 to 7 years of progressive HR experience.
• Proven ability to advise managers and handle employee relations matters.
• Experience independently managing parts of HR programs or operational processes.
• Solid understanding of HR policies, employment practices, and compliance basics.
• Working knowledge of Workday and Microsoft Office, especially Excel and PowerPoint.
• Strong decision-making, organization, and communication abilities.

What success in this role looks like

Success means managers view you as a reliable source of practical HR advice, HR programs and processes run efficiently with little rework, risks are identified early with clear recommendations, HR Business Partners consider you a strong execution partner and thinker, and employees receive fair, timely, and consistent HR support.

Additional information

This posting is intended to describe the general nature and level of work expected in this role. It is not an exhaustive list of all tasks, duties, or skills that may be required. The company is an equal opportunity employer.

Why join the company

You would be joining a global team of more than 14,000 associates whose focus on discovery and persistence helps advance science and improve lives. The work supports meaningful outcomes in healthcare and science, while offering opportunities to contribute, learn new skills, and grow professionally. The organization also emphasizes a diverse, equitable, and inclusive culture with learning opportunities that support career success.

Pay transparency

The expected annual pre-tax pay range for this position is $78,000 to $125,350. Final pay may vary based on relevant factors such as prior experience and geographic location.

Equal employment opportunity

The employer states that it is an Equal Employment/Affirmative Action employer and a VEVRAA Federal Contractor. Hiring decisions are made without regard to sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected veteran status, or other characteristics protected by applicable law.

Reasonable accommodation

If you need an accommodation during any part of the employment process, you may request it by email and provide the nature of the request along with your contact details. Each request is reviewed individually. Only inquiries related to accommodation requests will receive a response from that email address.

Privacy notice

Personal information submitted with an application will be used to evaluate candidacy for the role. The employer explains that it will collect, use, and retain applicant information according to its privacy policy and outlines applicant rights and contact options for privacy-related questions.

Third-party non-solicitation policy

Candidates submitted outside the formal recruitment process or without proper assignment for a specific requisition may result in loss of any fee entitlement, regardless of standard terms. The company uses a preferred supplier list, engages agencies based on its own needs, and does not accept unsolicited solicitation.

Benefits

The benefits package includes medical, dental, and vision coverage; wellness programs; health savings and flexible spending accounts; a 401(k) plan with company match; and an employee stock purchase program. Employees also receive 11 paid holidays, accrue 18 PTO days each year, may be eligible for volunteer time off, and can receive 6 weeks of fully paid parental leave, except where state paid family leave applies. Some benefits may not be available to employees covered by a collective bargaining agreement or subject to other eligibility rules.