Job Description 

We are seeking a proactive and meticulous Senior HR Generalist to become an integral part of our expanding organization. In this capacity, you will serve as the operational cornerstone of our Human Resources department, overseeing the entire employee journey from onboarding to departure while ensuring the integrity of our people initiatives, documentation, and regulatory compliance. You will collaborate closely with executive leadership and provide direct support to managers and staff throughout the company.

Key Responsibilities

Onboarding & Offboarding

• Documentation: Authorize and execute novel personnel files, validate I-9 statutory employment compliance, and configure records within the internal HRIS.
• Readiness: Partner across technical infrastructure and divisional heads to guarantee hardware allocation, system provisioning, and seamless operational onboarding.
• Orientation: Direct introductory briefings detailing corporate values, regulatory standards, and initial selections for staff perk packages.
• Separation: Oversee termination workflows by recovering corporate hardware, terminating credentials, distributing mandatory COBRA documentation, and executing departure evaluations.

Benefits Administration

• Support: Liaise continuously with the Rippling PEO framework to resolve routine coverage questions and guide team members through option selections or insurance inquiries.
• Lifecycle Updates: Execute perk allocations for recent arrivals, handle modifications driven by significant personal updates, and supervise annual open-enrollment modifications.
• Reconciliation: Update staff rosters directly inside insurance carrier systems while systematically auditing monthly premium statements for accuracy.
• Leave Tracking: Coordinate the comprehensive documentation and compliance oversight for FMLA instances, localized statutory absences, and short-term or long-term disability requests.

Payroll Support

• Timekeeping: Gather and carefully audit staff timesheet submittals prior to every scheduled compensation cycle.
• Data Submission: Deliver updated transactional variables—including additions, exits, and classification adjustments—to the external processing vendor.
• Compliance Records: Confirm that active personnel maintain valid tax withholding forms and verified electronic payment pathways within company archives.

Employee Records & HRIS

• HRIS Integrity: Sustain pristine, real-time staff profiles inside the Rippling digital ecosystem.
• Data Maintenance: Execute modifications regarding professional designations, base pay adjustments, reporting hierarchies, and structural cost centers.
• Rosters: Preserve the structural integrity of corporate hierarchies, internal contact lists, and official digital document repositories.
• Analytics: Compile regular workforce metrics spanning current staff counts, voluntary or involuntary departures, and statutory regulatory benchmarks.

Compliance & Policy

• Mandatory Postings: Engage alongside our PEO partner to guarantee the accuracy and availability of national and regional workspace notifications.
• Training Oversight: Distribute and monitor progress for obligatory organizational modules, including workplace safety directives and anti-harassment initiatives.
• Regulatory Reporting: Prepare and submit formal EEO-1 questionnaires alongside other necessary government transparency filings.
• Policy Verification: Secure and archive executed receipts confirming staff awareness of updated internal guidelines.

Employee Relations & Engagement

• Advisory: Act as the primary internal resource for workforce queries regarding corporate standards, comprehensive perks, and general initiatives.
• Investigations: Conduct comprehensive internal evaluations of workspace grievances while creating meticulous evidence logs.
• Engagement: Orchestrate company-wide staff appreciation frameworks and targeted cultural connection projects.
• Performance Cycles: Organize and facilitate regular professional assessment calendars alongside early-stage feedback evaluations for incoming colleagues.

Learning & Development

• Course Procurement: Identify and coordinate proprietary or third-party educational modules aligned with discovered skills deficiencies.
• LMS Management: Oversee instructional asset libraries and monitor accountability tallies inside our learning tracking environment.
• Leadership Support: Facilitate introductory tracks for newly promoted supervisors while supplying operational playbooks and tactical reference materials.

Required Skills & Experience (Non-Negotiable)

• Citizenship: Candidate must maintain valid United States citizenship alongside domestic residency.

• Professional Tenacity: Possess at least five years operating in coordinator or generalist human resources capacities.
• Regulatory Expertise: Demonstrate operational familiarity with localized and federal employment jurisprudence, including FLSA, FMLA, ADA, and Title VII parameters.
• Systems Literacy: Exhibit direct experience managing digital HRIS ecosystems such as Rippling, Workday, BambooHR, or comparable architectures.
• Technical Command: Maintain thorough competency across the Google Workspace utility suite, including Sheets, Drive, Chat, and Gmail environments.
• Operational Precision: Display exceptional organizational acumen paired with an unwavering commitment to granular execution details.
• Communication: Exhibit highly polished verbal articulation and refined written correspondence capabilities.
• Discretion: Safeguard highly restricted organizational intelligence with absolute confidentiality and flawless professional decorum.

ATX Defense is a Service Disabled Veteran Owned Small Business (SDVOSB) founded by Army combat veterans with experience at NSA, CIA, DIU, and the Pentagon. We’ve been operators, assessors, and engineers inside the wire. From cyber compliance to digital transformation, we don’t just know the technical terrain — we’ve helped shape it.

With deep expertise, a moral backbone, and a streak of rebellious grit, we reengineer entrenched, broken systems that hold national security back, so progress isn’t strangled by legacy thinking.