Senior HR Generalist

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 escalate 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.