HR Generalist
At a glance
Mid-level HR Business Partner & Generalist role at Harper. San Francisco · full-time · $100,000–$120,000 base.
hrroles summary, based on the employer's posting.
What you'll do
- Run hiring from intake and sourcing through interviews, offers and candidate follow-up
- Keep candidate pipelines and recruiting dashboards current, and improve how hiring progresses
- Handle onboarding, employee changes and exits while keeping personnel records and HR documents accurate
- Answer employee questions on policies, benefits and leave, and coordinate administration with payroll and benefits providers
- Help deliver engagement activities, performance reviews and policy updates alongside the VP of People
What you bring
- At least three years in HR generalist, recruiting or people operations work
- You have managed full-cycle hiring for both technical and non-technical roles
- You understand core HR processes and employee lifecycle administration
Who this fits
This mid-level role suits someone who wants a hands-on mix of recruiting and day-to-day HR support, working with the VP of People, hiring managers and employees. The position is onsite in San Francisco.
From the employer
Key Responsibilities
1. Talent Acquisition & Recruiting
Manage the end-to-end recruitment process, from role intake and sourcing to offer management and closing candidates.
Partner with hiring managers to understand hiring needs, define role requirements, and develop effective recruiting strategies.
Source and engage candidates through LinkedIn, referrals, job boards, and other relevant channels.
Screen candidates, coordinate interviews, gather feedback, and ensure a smooth and timely hiring process.
Build and maintain strong candidate pipelines for current and future hiring needs.
Deliver a positive candidate experience through clear communication and timely follow-ups.
Manage offer rollouts, coordinate pre-employment documentation, and partner with hiring managers to close candidates.
Track recruiting metrics, hiring progress, and pipeline health.
Continuously improve recruiting processes, sourcing strategies, and employer branding initiatives.
2. HR Operations & Employee Lifecycle
Manage employee lifecycle processes, including onboarding, employee changes, and offboarding.
Coordinate new hire onboarding to ensure employees have a smooth and engaging start at Harper.
Maintain accurate employee records, HR systems, personnel files, and employment documentation.
Prepare offer letters, employment letters, and other HR-related documentation.
Manage day-to-day HR operations and respond to employee queries related to policies, benefits, leave, and HR processes.
Coordinate with payroll and benefits providers to ensure accurate and timely administration.
Support leave management, employee data updates, and other HR administrative processes.
3. Employee Experience & Engagement
Serve as a trusted point of contact for employees on day-to-day HR matters.
Support employee engagement initiatives, team activities, and culture-building programs.
Help organize employee surveys and identify opportunities to improve the employee experience.
Support performance review cycles, feedback processes, and employee development initiatives.
Foster a collaborative, inclusive, and people-first work environment.
4. HR Policies & Compliance
Support the implementation and communication of HR policies, procedures, and employee guidelines.
Maintain and update HR documentation and the employee handbook.
Help ensure compliance with applicable employment laws and internal policies.
Handle sensitive employee information with confidentiality and discretion.
Identify opportunities to simplify and improve HR workflows and processes.
5. People Programs & Process Improvement
Partner with the VP of People on initiatives across talent acquisition, employee experience, and People Operations.
Build and maintain recruiting and HR dashboards to track key metrics.
Identify opportunities to streamline processes and improve operational efficiency.
Support the development of scalable People practices as Harper grows.
Qualifications & Experience
3 years of experience in HR Generalist, Talent Acquisition, or People Operations roles.
Experience managing end-to-end recruitment for technical and non-technical roles, preferably in a technology or SaaS company.
Solid understanding of core HR processes and the employee lifecycle.
Strong sourcing, candidate assessment, stakeholder management, and communication skills.
Ability to manage multiple open roles and HR priorities simultaneously.
Comfortable working with hiring managers, employees, and senior leadership.
Strong organizational skills, attention to detail, and a high sense of ownership.
A hands-on, resourceful mindset and the ability to thrive in a fast-paced environment.
High integrity and discretion when handling confidential information.
What Success Looks Like
Hiring managers receive proactive recruiting support and positions move efficiently through the hiring process.
Candidates have a positive and consistent recruitment experience.
New hires experience seamless onboarding and are set up for success.
Employees receive timely and effective support on HR-related matters.
HR operations and employee records remain accurate, organized, and compliant.
Recruiting and HR processes become increasingly efficient and scalable as Harper grows.
Why Join Harper?
Play a dual-impact role across talent acquisition and HR.
Work closely with the VP of People, hiring managers, and leadership.
Take ownership of meaningful initiatives in a growing company.
Help shape both the talent Harper attracts and the employee experience it creates.