Senior HR Generalist

Allen Control Systems•Austin, TX

About The Position

We are building our HR function from the ground up, and this role is central to making that happen. As our Senior HR Generalist, you will work directly alongside our VP of HR to design and establish the programs, processes, and infrastructure that define how we operate as a company and how we take care of our people. This is a build-from-scratch opportunity for someone energized by a blank page, who thinks strategically and is equally ready to roll up their sleeves and execute.

Requirements

6+ years of progressive HR experience, with meaningful time in a startup, high-growth, or build-from-scratch environment.
Demonstrated experience helping design or establish HR programs from scratch, not just administering existing systems.
Strong working knowledge of benefits administration, including open enrollment, carrier management, and plan design basics.
Familiarity with building or operationalizing performance management and compensation frameworks.
Solid grasp of employment law and HR compliance fundamentals.
A strategic mindset paired with the willingness to do detailed, operational work; strong written communication skills for turning concepts into clear policies and process docs.
High trust, high discretion in handling sensitive information

Nice To Haves

SHRM-CP, PHR, or equivalent is a plus.

Responsibilities

Partner with the VP of HR to define the people strategy roadmap, assess current-state gaps, and build prioritized plans to close them, including the employee handbook, process guides, and compliance frameworks.
Own day-to-day benefits administration, enrollment coordination, and employee communications; build the education and support infrastructure so employees can fully access and understand their benefits.
Help design and implement our performance management philosophy, including review cycles, feedback structures, and goal-setting frameworks, along with the tools and templates managers need to run effective conversations.
Support the development of a compensation philosophy and structure, including job leveling, pay bands, and manager guidance, ensuring frameworks are fair, transparent, and defensible as we scale.
Develop and maintain HR policies that are legally sound and clearly written; monitor the regulatory landscape and flag changes that require policy or process updates.
Help define and operationalize our culture through engagement initiatives, pulse surveys, recognition programs, and feedback loops; serve as a trusted, approachable resource for employees at all levels.
Design and own the full onboarding experience from offer acceptance through the first 90 days, including the systems, checklists, and communications that make every new hire’s first week seamless; establish metrics and continuously improve the experience over time.