HR Generalist

CXtec is a highly driven sales organization on a growth trajectory. To support this, we are rebuilding our HR infrastructure from the ground up. We’re not looking for a traditional HR administrator to maintain the status quo. We are hiring an HR Operational Architect – someone who can build, own and scale the systems that power the employee experience and ensure operational excellence. 

This is a high-impact role for a strategic HR professional who thrives in a blank-slate environment, takes end-to-end ownership and can balance people strategy, compliance and operational execution.  Success in this role requires autonomy, precision and the ability to create structure in a fast-moving, growth-oriented environment.

The annual base salary range for this position, based out of Syracuse, NY, is $75,000 - $90,000.  The actual salary offered will vary based on applicant’s relevant skills, education, experience, certifications and geographic location as well as other business and organizational needs.

This position is located in Syracuse, NY and allows for a hybrid schedule.

What You Will Build & Own:

Employee Lifecycle Management

• Build and own the complete employee lifecycle from onboarding through offboarding ensuring a world-class, consistent experience at every stage.
• Design and enforce scalable processes, SOP’s, documentation standards and workflows.
• Ensure seamless compliant employee transitions across all stages.
• Maintain full accountability for lifecycle execution quality, consistency, and outcomes.

Employee Relations & Performance Execution

• Serve as the first line of employee relations, moving beyond transactional resolution to proactive manager coaching.
• Ensure consistent, compliant application of HR policies and corrective action across all departments.
• Own the performance improvement plan (PIP) and related processes and ensure managers are held accountable to performance standards.

Compensation & Pay Equity 

• Design compensation structures, including job architecture, salary frameworks and pay equity audits and alignment.
• Own the annual compensation review cycles through clean data prep, HRIS administration and manager communications.
• Execute all compensation changes, including offers, promotions, adjustments and off-cycle decisions. 
• Ensure consistent and compliant compensation practices aligned with internal standards and applicable legal requirements.

Culture and Engagement

• Support culture, engagement and communication initiatives.
• Serve as the execution owner for employee engagement and satisfaction initiatives, partnering with the VP of HR on strategy and priorities while owning day-to-day administration and follow-through.
• Support managers with engagement-related coaching, resources and best practices to improve employee experience and retention.

 Compliance & Risk Management

• Own end-to-end HR compliance execution, ensuring adherence to all federal, state and local requirements.
• Ensure audit readiness through documentation integrity, recordkeeping and policy enforcement. 
• Build and enforce policies, identify compliance risks proactively and implement corrective actions and process improvements.
• Lead HR investigations and documentation processes.

 HRIS & Process Management

• Command the HRIS as the system of record, ensuring data integrity, accuracy and scalability across the employee lifecycle. 
• Design and optimize HR processes (onboarding, offboarding, status changes) to ensure consistency, efficiency and compliance. 
• Establish and enforce standardized workflows, documentation and system governance across HR operations. 
• Identify gaps and implement process improvements to enhance efficiency, reduce risk and maintain audit readiness.

Data, Reporting & Accountability

• Own HR data integrity across systems, reporting and dashboards.
• Build and maintain reporting that provides visibility into HR operations, performance and trends.
• Track and report on key HR and people-related KPIs tied to assigned responsibilities.
• Use data to identify trends, drive decisions and recommend process improvements.

Who You Are:

What We Require:

• Bachelor’s degree in Human Resources, Business or related field.
• 5 years of progressive HR experience with direct ownership across core HR functions. 
• HR certification(s) preferred (PHR, SHRM – CP).
• Expertise in employee relations, compensation strategy, performance management and HR compliance (federal, state and local employment law).
• Specific, demonstrable evidence of building and improving HR systems, processes and infrastructure from scratch in a growth-stage or lean environment.
• Proven ability to operate autonomously with minimal direction.
• Strong attention to detail, organization and problem-solving skills.
• High level of personal and professional integrity with the ability to maintain confidentiality and handle sensitive information with discretion.
• Ability to work collaboratively across all levels of the organization.
• Strong interpersonal and communication skills, both verbal and written.
• High level of proficiency with HRIS systems and MS Office.

What we offer:

• Health insurance and prescription drug coverage
• Dental and Vision insurance
• Company-paid life insurance and voluntary life options
• Company paid short and long-term disability coverage
• Critical illness, accident and hospital indemnity insurance
• Flexible spending accounts
• Identity Theft & Fraud Protection
• Legal insurance
• Pet insurance
• Traditional and Roth 401(k) retirement plan with company match
• Tuition reimbursement 
• Employee Assistance Program
• Paid vacation, sick/personal days and holidays
• Flexible work arrangements

As a condition of employment, upon offer, candidates will be required to participate in a background check and complete a pre-employment drug screen.

We are proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to age, race, creed, color, national origin, religion, sex, sexual orientation, protected veteran or military status, disability, marital or familial status, domestic violence victim status, gender identity or expression, criminal history, citizenship, immigration status or any other legally protected class.