The Senior Human Resources Generalist is an experienced member of the Gallaher organization's People & Culture team, providing comprehensive HR support across Gallaher Signature Living (GSL), Gallaher Homes, Gallaher Companies, and Gallaher Construction.

Operating with a high degree of independence, judgment, and accountability, this position serves as a trusted HR advisor to employees, managers, and senior leaders. The Senior HR Generalist independently manages routine and moderately complex HR matters, identifies potential risk, recommends practical solutions, and appropriately escalates significant employee relations, legal, regulatory, or organizational concerns to the Vice President, People & Culture.

The role supports a diverse workforce across senior living, hospitality, residential development, construction, and corporate operations, with responsibilities including employee relations and investigations, payroll, benefits, recruitment and onboarding, leave administration coordination, workers' compensation, training, performance management, HR systems, and employment compliance.

The successful candidate will demonstrate maturity, initiative, sound judgment, discretion, and strong follow-through while maintaining Gallaher's standards of professionalism, service, accountability, and employee experience.

Key Responsibilities

Employee Relations, Investigations & Leadership Support

• Serve as a trusted HR resource to employees and leaders regarding workplace concerns, policies, attendance, performance, conduct, and employee relations matters.
• Independently conduct timely, thorough, impartial, and well-documented workplace investigations involving complaints, harassment, discrimination, retaliation, policy violations, workplace conduct, and other employee matters.
• Conduct interviews, evaluate documentation and evidence, identify potential risk, and prepare investigation findings and recommendations.
• Guide managers through coaching, performance improvement plans, disciplinary actions, suspensions, terminations, and other performance-management matters.
• Apply company policies consistently while exercising sound judgment and recognizing matters requiring senior-level escalation.
• Maintain strict confidentiality and appropriately safeguard sensitive employee and company information.

Payroll, Benefits & HR Administration

• Review and support bi-weekly payroll, including timecards, payroll changes, deductions, bonuses, commissions, stipends, reimbursements, PTO, and other payroll transactions.
• Process and maintain accurate new hire, transfer, promotion, compensation, status change, and termination information within HR systems for Gallaher Construction, Gallaher Homes and Gallaher Companies.
• Serve as an employee resource regarding company-sponsored benefits and coordinate with brokers, carriers, payroll providers, and vendors as needed.
• Support open enrollment, Form I-9 compliance, employee records, and applicable record-retention requirements.
• Maintain accurate information within HRIS, payroll, timekeeping, and other People & Culture systems.

Recruitment, Onboarding & Employee Lifecycle

• Partner with hiring managers to identify staffing needs and support recruitment across Gallaher operations.
• Coordinate job postings, candidate screening, interviews, offers, pre-employment requirements, and onboarding while maintaining professional and responsive candidate experience.
• Provide guidance regarding candidate selection, compensation considerations, internal equity, and hiring practices within established company guidelines.
• Manage employee transfers, promotions, compensation changes, department and status changes, and terminations.
• Coordinate employee offboarding, including company property, system access, final documentation, and applicable notifications.

Leaves, Accommodations, Workers' Compensation & Safety

• Serve as the internal People & Culture liaison between employees, managers, and the company's third-party leave administrator.
• Direct employees to appropriate leave resources and coordinate necessary internal communication regarding leave status, work restrictions, and return-to-work planning.
• Partner with the leave administrator and Vice President, People & Culture on complex leave matters or potential compliance concerns.
• Participate in the interactive process and coordinate workplace accommodations, escalating complex or higher-risk matters as appropriate.
• Coordinate workers' compensation claims, medical restrictions, return-to-work activities, and communication with employees, managers, carriers, and medical providers.
• Partner with leadership to promote safe work practices and address workplace hazards across senior living, office, residential development, and construction operations.
• Support emergency preparedness and response activities requiring People & Culture involvement.

Training, Compliance & HR Operations

• Administer and monitor required company, regulatory, safety, and position-specific employee training.
• Provide guidance and training to managers regarding employee relations, performance management, workplace conduct, attendance, payroll/timekeeping, safety, and company policies.
• Conduct or assist with HR audits, identify trends or deficiencies, and recommend corrective actions and process improvements.
• Maintain current knowledge of California employment laws and HR best practices and proactively identify potential compliance concerns.
• Support HR platforms used for payroll, HRIS, timekeeping, recruiting, training, background screening, benefits, and employee administration.
• Prepare and analyze reports related to turnover, staffing, overtime, compensation, training, workers' compensation, recruitment, and other workforce metrics.

Senior-Level & Organizational Expectations

• Operate with greater independence and accountability than a traditional HR Generalist, managing assigned responsibilities with limited day-to-day supervision.
• Take ownership of HR matters from identification through resolution, ensuring timely communication, documentation, and follow-through.
• Provide practical, solutions-oriented HR guidance to managers and employees while balancing employee needs, operational requirements, company policy, consistency, and organizational risk.
• Identify recurring employee-relations concerns, compliance risks, workforce trends, or process gaps and proactively recommend improvements.
• Anticipate HR and operational needs and demonstrate initiative rather than relying solely on direction from senior leadership.
• Recognize significant legal, regulatory, financial, employee-relations, or reputational risks and promptly escalate them as needed.
• Support company acquisitions, property transitions, openings, and other organizational initiatives and special projects.
• Travel between Gallaher communities, offices, construction sites, and other locations as operational needs require.
• Participate in emergency response activities when business operations require People & Culture support.
• Perform other duties and special projects as assigned.

Requirements

• Minimum 3-5 years of progressive human resources experience, including employee relations, workplace investigations, payroll, recruitment, performance management, and HR administration; experience supporting a multi-location workforce preferred.
• Demonstrated ability to independently manage employee relations matters and workplace investigations and provide practical HR guidance to managers.
• Strong working knowledge of California employment practices, wage-and-hour requirements, employee relations, workplace accommodations, and employment compliance.
• Demonstrated judgment and ability to identify risk, evaluate options, make recommendations, and recognize when senior-level escalation is appropriate.
• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• HR certification such as PHR or SPHR highly preferred.
• Experience with HRIS, payroll, timekeeping, applicant tracking, learning management, and related HR systems.
• Demonstrated discretion in handling confidential employee, medical, payroll, compensation, investigation, and company information.
• Senior living, hospitality, construction, development, or other multi-site operational experience preferred.
• Ability to satisfy applicable pre-employment, health, background, licensing, and regulatory requirements based on assigned work locations and responsibilities.

Statement of Understanding

The statements contained within this document are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as a complete list of all responsibilities, duties, and skills required of individuals so classified. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or is an essential function of the position. Reasonable accommodation may be provided to enable qualified individuals with disabilities to perform the essential functions of the position.