<p><strong>Job Description</strong></p><p><strong>Senior HR Generalist</strong></p><p><em>Command Security Services LP (CSS)</em></p><p><strong>Position Title</strong></p><p>Senior HR Generalist</p><p><strong>Department</strong></p><p>Human Resources / People Operations</p><p><strong>FLSA Status</strong></p><p>Full-Time, Exempt (CA Labor Code §515; Administrative)</p><p><strong>Compensation Band</strong></p><p>Band 5 — Business Services ($61,124 – $113,516)</p><p><strong>Reports To</strong></p><p>HR Director (Interim) — with day-to-day partnership with the People Operations Manager during transition</p><p><strong>Work Location</strong></p><p>Mountain View, CA — Onsite</p><p><strong>Schedule</strong></p><p>Standard business hours with periodic off-hours availability for employee relations incidents, investigations, and time-sensitive matters</p><p><strong>Travel</strong></p><p>Minimal; occasional site visits within CA</p><p><strong>Effective Date</strong></p><p>May 2026</p><p>Position Summary</p><p>The Senior HR Generalist is the operational backbone of the CSS Human Resources function. This role owns day-to-day HR execution across employee relations, California compliance, recruiting support, onboarding, and HRIS administration, with primary responsibility for completing and sustaining the Rippling implementation. Operating inside a 24/7 California-based security operation, this role requires fluency in CA wage-and-hour law, comfort with periodic off-hours escalations, and the discipline to capture institutional knowledge through SOPs and documentation.</p><p>This is not a textbook generalist seat. The Senior designation reflects the elevated scope of the role: broader functional ownership than a standard HR Generalist, materially higher California compliance density, on-call expectations for employee relations and incident response, and a workforce that includes hourly and armed personnel operating around the clock.</p><p>Why This Role Is Designated Senior</p><p><em>Per California SB 1162, the following documentable compensable factors justify the Senior designation and above-standard band placement:</em></p><ul><li><strong>Working Conditions: </strong>24/7 operational tempo; periodic off-hours availability for employee relations, terminations, investigations, and incident response.</li><li><strong>Skill: </strong>California wage-and-hour fluency (meal/rest, final pay timing, exempt classification, PSL, PAGA exposure) plus security-industry-specific compliance ( armed personnel context, E-Verify, background).</li><li><strong>Responsibility: </strong>Functional ownership across employee relations, compliance, recruiting support, HRIS implementation, and documentation.</li><li><strong>Onsite Requirement: </strong>No remote/hybrid offset; physical presence at the operational site is required.</li></ul><p><br></p><p><br>Key Responsibilitie</p><p>sEmployee Relations & Investigation</p><ul><li>sServe as the primary HR point of contact for employee relations matters across all shifts; respond to escalations with discretion and documented neutrality</li><li>.Conduct workplace investigations end-to-end — witness sequencing, interview discipline, written summary, and outcome communication</li><li>.Partner with operational leaders on performance management, corrective action, accommodations (ADA / interactive process), and terminations</li><li>.Provide off-hours availability for time-sensitive escalations (e.g., termination decisions, safety-related events, post-incident HR coverage)</li></ul><p>.California Compliance & Wage/Hou</p><ul><li>rMaintain compliance with CA wage-and-hour law, including meal/rest premiums, final paycheck timing (voluntary vs. involuntary), exempt classification, and paid sick leave accruals</li><li>.Administer leave programs (CFRA, PDL, FMLA, PSL, ADA accommodations) in compliance with state and federal requirements</li><li>.Maintain SB 1162 documentation, including pay-range postings and compensation decision rationale</li><li>.Manage E-Verify, I-9, and background-check processe</li><li>sMaintain audit-ready personnel files and HR records consistent with CA retention requirements</li></ul><p>.HR Systems — Rippling Implementation & Administratio</p><ul><li>nOwn day-to-day administration of Rippling across HRIS, payroll inputs, onboarding, and benefits</li><li>.Complete the partially-implemented Rippling rollout: triage outstanding workflows by risk (payroll and compliance first), migrate manual processes, and document configurations</li><li>.Partner with the HR Director and People Operations Manager on systems architecture, reporting, and integrations</li><li>.Build and maintain HR dashboards and reporting (headcount, turnover, ER caseload, compliance status)</li></ul><p>.Recruiting, Onboarding & Offboardin</p><ul><li>gSupport full-cycle recruiting for hourly and salaried roles, including job postings, applicant tracking, screening coordination, and offer logistics</li><li>.Own onboarding execution: offer letters, pre-employment contingencies, Day 1 setup, new-hire orientation</li><li>.Manage offboarding workflows, including exit interviews, final-pay coordination, system deactivation</li></ul><p>.Documentation, SOPs & Knowledge Captur</p><ul><li>eSupport and review SOPs, runbooks, and process documentation for HR workflow</li><li>sMaintain HR policy library and partner on Employee Handbook updates</li></ul><p>.Cross-Functional Partnershi</p><ul><li>pPartner with Operations on staffing demand, schedule changes, and workforce planning</li><li>.Support payroll and finance partners on weekly payroll processing inputs and exception handling</li><li>.Escalate appropriately to the HR Director on matters involving legal exposure, sensitive ER, or organizational decisions</li></ul><p>.Required Qualification</p><ul><li>sBachelor’s degree in HR, Business, or related field, or equivalent demonstrated experience</li><li>.5+ years progressive HR generalist experience, including ownership of employee relations and CA compliance</li><li>.Demonstrated California wage-and-hour expertise (meal/rest, final pay, exempt classification, PSL, leave administration)</li><li>.Direct experience administering an HRIS — Rippling preferred; ADP, Paylocity, BambooHR, UKG, or Workday acceptable</li><li>.Experience leading or supporting workplace investigations end-to-end with sound documentation discipline</li><li>.Comfort with onsite work in a chain-of-command operational culture; ability to operate with discretion</li><li>.Eligibility to work in the U.S. (E-Verify); successful completion of background check and reference verification</li></ul><p>.Preferred Qualification</p><ul><li>sExperience supporting a 24/7, shift-based, or operational workforce (security, hospitality, healthcare, manufacturing, transportation, public safety, or military)</li><li>.Experience implementing or migrating HRIS (Rippling specifically valued); track record of process automation</li><li>.HRCI (PHR / SPHR) or SHRM (CP / SCP) certification, or California-specific PHRca</li><li>.Prior exposure to armed-personnel, or other regulated workforce environments</li></ul><p>.Working Condition</p><ul><li>sOnsite role based in Mountain View, CA, operating alongside hourly and armed security personnel</li><li>.Standard business hours with periodic off-hours availability — not a daily on-call rotation. Availability is expected for escalations: ER incidents, terminations, investigations, and time-sensitive HR matters</li><li>.Occasional intra-state travel for site visits</li><li>.Operates within a formal chain-of-command culture; requires discretion handling sensitive personnel and security information</li></ul><p>.Compensation Rang</p><p>eThis position is in Band 5 — Business Services. The pay range for this role is $61,124 to $113,516 annually, posted in accordance with California SB 1162. Actual placement within the band reflects skills, experience, internal equity, and the compensable factors documented above. The role is eligible for sign-on and retention bonus components as defined in the offer letter, plus CSS benefits in accordance with plan terms</p><p>.Employment Statu</p><p>sEmployment at CSS is at-will. This means that either you or CSS may terminate the employment relationship at any time, with or without cause or notice. CSS reserves the right to modify the duties, responsibilities, and conditions of the role (except the at-will nature of employment) at its discretion</p><p><br></p>.