ABOUT LIFEMOVES
LifeMoves is the largest and most effective provider of interim housing and services for homelessness in Silicon Valley since 1987. Our Mission is to end homelessness by providing interim housing, supportive services, and building collaborative partnerships. With over two dozen interim supportive housing communities and more on the way, LifeMoves gives our neighbors experiencing homelessness a temporary place to call home while providing intensive, customized case management through site-based programs and community outreach.
POSITION PURPOSE
Reporting to the Vice President of Human Resources, the Senior HR Generalist serves as a trusted advisor to leaders and employees across LifeMoves’ multi-site operations, helping advance a consistent, inclusive, and compliant workplace culture in support of our mission to end homelessness.
This role serves as the HR Department’s lead resource for employment law and policy interpretation, partnering closely with the VP of HR to ensure consistent, equitable, and risk-aware practices across the organization. The Senior HR Generalist independently manages a high-volume, high-complexity employee relations caseload, including escalations, performance management, investigations, corrective action, and guidance to leaders. Working side-by-side with the Employee Relations Manager and the team member responsible for leaves, benefits, and workers’ compensation, this position serves as the escalation point for HR-law and compliance questions, translating employment law into practical, trauma-informed approaches that support strong decisions, documentation, and resolution.
The ideal candidate is proactive, highly organized, and approachable, with strong judgment and a continuous-improvement mindset. They bring a trauma-informed, people-centered approach to problem solving and communication, and are skilled at navigating change with empathy, clarity, and accountability.
This role is hybrid, with in-office days on Mondays and Wednesdays (minimum two days per week), and the option to work remotely up to three days per week.
ESSENTIAL JOB RESPONSIBILITIES
Serve as the HR department’s lead resource for employment law guidance and policy interpretation; provide risk-aware, practical counsel to leaders and HR colleagues.
Independently manage a high-volume, high-complexity employee relations caseload, including escalations, performance management, investigations, corrective action, resolution planning and terminations.
Lead and/or partner on complex workplace investigations; document findings and recommend appropriate action.
Provide day-to-day HR-law and compliance guidance and collaborate with the Employee Relations Manager, our leadership team, and the team member responsible for leaves, benefits, and workers’ compensation; serve as an escalation point for complex questions.
Advise on ADA accommodations and the interactive process, ensuring consistent, trauma-informed practices and appropriate documentation.
Partner with the VP of HR to maintain and update HR policies, procedures, templates, and supervisor tools; recommend improvements based on trends, best practices, and legal updates.
Deliver training and coaching to managers on performance management, documentation, respectful workplace expectations, policy application and termination processes.
Support HR compliance efforts, including recordkeeping practices, audits, and required postings/processes; stay current on federal, state, and local employment law changes and recommend updates.
Collaborate with HR colleagues and Payroll to ensure accurate employee data, job changes, and compensation updates; leverage HR data and reporting to identify trends and recommend improvements.
Partner with the VP of HR and outside employment counsel on employee relations matters and legal/agency claims by gathering and organizing records, preparing clear case timelines and summaries, and coordinating timely responses while maintaining confidentiality and consistency.
Coordinate and support separation and termination processes, including risk-sensitive terminations, by advising leaders on required steps and documentation, partnering with outside counsel as needed, and ensuring the employee experience is handled with dignity, clarity, and a service-oriented, trauma-informed approach.
Contribute to employee experience initiatives (engagement, retention, recognition) in partnership with the HR team.
Perform other duties as assigned.
Bachelor’s degree in Human Resources, Business Administration, or related field required.
7+ years of progressive HR experience, with significant employee relations and employment law application experience (California required).
Demonstrated experience managing complex employee relations caseloads, including escalations, investigations, performance management, corrective action, and separations.
Working knowledge of ADA/interactive process, FMLA/CFRA, wage and hour basics, and regulatory compliance; ability to translate requirements into practical guidance.
HR certification strongly preferred (SHRM-CP/SHRM-SCP or PHR/SPHR).
Excellent communication, coaching, and conflict-resolution skills; ability to influence at all levels and build trust quickly.
Strong judgment, discretion, and ability to handle highly sensitive situations with professionalism and confidentiality.
Highly organized with strong time-management skills; able to manage competing priorities in a fast-paced, multi-site environment.
Proficiency with Microsoft Office and HRIS systems; ability to analyze HR data and identify trends.
Demonstrated commitment to DEIB and the use of a trauma-informed, people-centered approach in employee relations and communication.
COMPETENCIES
Employment Law and Policy Interpretation: Applies federal, California, and local requirements to real-time decisions, translating complex rules into clear guidance, consistent practices, and compliant documentation across sites.
Employee Relations and Escalation Resolution: Manages high-risk, high-emotion situations with steady judgment, leading performance and conduct processes through investigation, corrective action, and resolution that balances fairness, dignity, and accountability.
Investigation and Documentation Excellence: Conducts or partners on complex investigations with strong fact-finding, impartial analysis, and audit-ready documentation that supports defensible outcomes and reduces organizational risk.
HR Consultation and Operational Support: Serves as the internal escalation point for HR-law and compliance questions, guiding the Employee Relations Manager and the Leaves/Benefits/Workers’ Comp lead with practical solutions, aligned handoffs, and consistent employee communications.
Trauma-Informed Communication and Change Leadership: Builds trust and drives adoption of HR practices through calm, respectful communication, effective coaching/training, and change navigation that improves employee experience while raising standards.
ADDITIONAL REQUIREMENTS
This position is contingent upon:
Satisfactory results of a background check
Submitting proof of clear TB test results. Results dated within 60 days prior to hire date are acceptable.
SUPERVISORY RESPONSIBILITIES
N/A
TRAVEL REQUIREMENTS
Regular travel around the San Francisco Bay Area to our Administrative office, Housing sites and off-site events or meetings as needed.
PHYSICAL DEMANDS
The physical demands described here represent those that an employee must meet to perform the essential functions of this position successfully. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions. While performing the duties of this position, the employee is regularly required to talk, hear, and communicate with both adult professionals. The employee must frequently use hands or fingers and handle or feel objects, tools, or controls. The employee must frequently stand, walk, sit, and reach with hands and arms. The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities this position requires include close vision, distance vision, and the ability to adjust focus.
COMPENSATION AND BENEFITS
This rewarding role offers a competitive annual base salary and an opportunity to participate in the LifeMoves benefits package.
LifeMoves is an equal opportunity employer (EOE) committed to building a culturally diverse staff representing the communities we serve. We provide equal employment opportunities to all individuals without regard to age, race, color, religion, sex, national origin, political affiliation, marital status, physical or mental disability (non-disqualifying), sexual orientation, membership or non-membership in an employee organization, personal favoritism, lived experiences or any other non-merit-based factor. Candidates who are bilingual/bi-cultural, of color, Native/Indigenous, with disabilities, who identify as LGBTQIA+, or who are members of other marginalized groups are strongly encouraged to apply. We aim to create and sustain inclusive, equitable, and welcoming environments where everyone can thrive.
This job description is not intended to be a complete list of all responsibilities, duties, or skills required for the job and is subject to review and change at any time, with or without notice, in accordance with the needs of LifeMoves. Since no job description can detail all the duties and responsibilities that may be required from time to time in the performance of a job, duties, and responsibilities that may be inherent in a job, reasonably required for its performance, or required due to the changing nature of the job shall also be considered part of the job holder’s responsibility.
If you require disability accommodation during the application process, please contact the Human Resources Department at (650) 685-5880.