About the Opportunity

What You Will Do

HR Operations & Administration

• Own and execute daily HR operations, ensuring accurate, efficient, and consistent people processes.
• Maintain employee records, HRIS data, personnel documentation, and HR policies.
• Maintain an accurate and up-to-date organizational chart reflecting the company's current structure, reporting relationships, and personnel changes.
• In partnership with executive leadership, maintain a future-state organizational chart reflecting approved organizational development plans and anticipated staffing needs, providing a reference for Talent Acquisition’s recruitment planning.
• Administer employee benefits, coordinate enrollments and changes, and serve as the primary contact for benefit-related questions.
• Partner with payroll providers and Finance to ensure accurate employee information, payroll changes, and timekeeping records.
• Manage employee lifecycle administration, including employment changes, leaves of absence, and offboarding.
• Identify opportunities to streamline HR workflows, improve documentation, and increase operational efficiency.

Employee Relations, Culture & Performance Management

• Serve as the primary point of contact for employee questions, workplace concerns, and HR-related matters.
• Advise and coach managers on employee relations, performance management, setting clear expectations, conducting difficult conversations, addressing underperformance, corrective actions, and conflict resolution.
• Support performance reviews and promote consistency in performance expectations, accountability, and documentation across departments.
• Partner with leadership to foster a culture of mutual respect, accountability, collaboration, and adherence to company policies.
• Promote a practical balance between organizational discipline and the flexibility, creativity, and responsiveness essential to delivering exceptional client service.
• Support employee engagement initiatives that reinforce LR Paris's core values and strengthen the employee experience.
• Handle sensitive employee matters with professionalism, sound judgment, discretion, and confidentiality.

Compensation & Benefits Administration

• Administer employee benefits programs, coordinating enrollment, changes, renewals, and employee communications in partnership with providers and Finance.
• Maintain accurate compensation records and support consistent application of approved compensation practices.
• Conduct compensation benchmarking and provide salary market data to support hiring, retention, and compensation decisions.
• Support leadership with salary reviews, promotion recommendations, and compensation adjustments.
• Partner with Finance and executive leadership on compensation planning, budgeting inputs, and internal compensation consistency.
• Ensure compensation-related processes and documentation align with applicable employment regulations and company policies.

Compliance & HR Best Practices

• Monitor compliance with applicable federal, state, and local employment laws and regulations.
• Ensure HR policies, employee handbooks, and employment practices remain current, practical, and consistently applied.
• Manage required employment documentation, including I-9 compliance, personnel records, and other regulatory requirements.
• Coordinate employee leave administration, workplace accommodations, and unemployment claims.
• Identify potential compliance risks and recommend practical, business-oriented solutions, engaging external HR or legal resources when appropriate.
• Establish clear HR procedures, documentation standards, and appropriate escalation protocols for sensitive employment matters.

Talent Acquisition Partnership & Employee Lifecycle Support

• Work closely with the Talent Acquisition Manager and hiring managers to ensure effective coordination between recruitment, onboarding, and ongoing employee management.
• Support a seamless transition from Talent Acquisition to HR administration, ensuring employee information, benefits records, and compliance documentation are accurately maintained.
• Maintain accurate and current job descriptions in partnership with department leaders and Talent Acquisition.
• Align organizational documentation and approved future-state staffing plans with Talent Acquisition to support recruitment priorities.
• Serve as the ongoing HR resource for employees following onboarding, addressing employment, benefits, policy, and workplace-related matters.
• Manage employee separations, exit interviews, and related documentation.
• Note:  Talent Acquisition retains primary responsibility for recruiting, offer letters, and onboarding coordination.

Organizational Development & HR Process Improvement

• Support organizational effectiveness by maintaining role documentation, identifying potential gaps or overlaps in responsibilities, and coordinating the implementation of organizational changes approved by leadership.
• Partner with leadership to improve role clarity, reporting relationships, management accountability, and organizational communication.
• Recommend and implement practical improvements to HR policies, systems, workflows, and employee processes.
• Support employee training, professional development, and performance improvement initiatives.
• Track and report key HR metrics, including turnover, retention, headcount, staffing changes, and relevant employee trends.
• Leverage HR systems, reporting tools, and automation opportunities to improve accuracy, efficiency, and visibility.
• Collaborate with leadership to anticipate and address emerging HR needs as the business continues to grow.

What Makes This Role Exciting

• Broad ownership: Serve as the primary internal HR resource with meaningful responsibility across employee relations, compliance, benefits, compensation administration, and HR operations.
• Autonomy: Work independently, exercise sound judgment, and implement improvements without layers of bureaucracy.
• Leadership partnership: Collaborate directly with business leaders and help strengthen management practices and organizational effectiveness.
• Opportunity to build: Play an important role in establishing reliable, scalable HR processes within a growing business.
• Creative environment: Join an entrepreneurial organization that values innovation, collaboration, thoughtful design, and exceptional client experiences.

What You Bring

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
• 5–8 years of progressive, hands-on HR generalist experience.
• Demonstrated experience independently managing multiple HR functions, ideally within a small or midsize organization.
• Strong working knowledge of employment laws, HR compliance, employee relations, benefits administration, compensation practices, and payroll coordination.
• Experience advising managers on performance management, employee relations, and sensitive workplace matters.
• Familiarity with compensation benchmarking, salary reviews, and organizational reporting.
• Proficiency with HRIS platforms, Microsoft Office, and HR-related reporting.
• Exceptional organizational skills, attention to detail, and ability to manage competing priorities.
• Strong interpersonal skills, discretion, and the ability to establish credibility with employees and senior leadership.
• A proactive, resourceful approach, with the flexibility to contribute to management discussions while handling routine operational responsibilities.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience as a standalone HR Generalist or member of a lean HR team.
• Experience improving HR processes, documentation, and HRIS workflows.
• Experience supporting employees across multiple U.S. states.
• Experience working in an internationally operating organization and coordinating with local management or external HR advisers.
• Background in a growing, entrepreneurial, creative, consumer products, or professional services organization.

The Ideal Candidate

Our Core Values

• Connection: We cherish the authentic bonds and experiences we create between people.
• Timeless: We honor the tradition and intention inherent in each genuine, long-lasting relationship we help cultivate through the art of gift-giving.
• Thoughtful: We delve deeply into understanding our clients, ensuring our custom solutions are nothing short of perfect. We are artisans who obsess over our craft's details.
• Integrity: We pledge to uphold integrity in our relationships, actions, and solutions, offering our best to clients and to each other.

Benefits

• Subsidized medical, dental, and vision
• Commuter benefits
• 401(k)
• HSA & FSA
• Supplemental life insurance
• Voluntary short- and long-term disability
• PTO: 2 weeks of vacation, 8 holidays, and 5 sick days