About the role

The Senior HR Generalist is a high-breadth, execution-oriented role that sits within the HRBP team at the intersection of people programs, employee relations, and cross-functional talent enablement.

We are a 130-person (and growing) tech organization headquartered in Reston, VA, projected to reach 200 employees by end of 2026. As the organization scales rapidly — with significant headcount growth planned across multiple functions — this person will play a critical role in ensuring new hires across the company reach full productivity quickly, that our people programs are coordinated and running reliably, and that managers feel supported on the full spectrum of employee relations matters.

This role has a clear growth path toward Senior People & Culture Consultant or HRBP, depending on your strengths, interests, and business needs.

Key responsibilities

People & Culture initiatives — project management (40%)

Own the OKR rollout coordination within Lattice: develop and manage the rollout timeline, draft and distribute communications to managers and ICs, and maintain tracking to ensure adoption milestones are met
Support the semi-annual performance management cycle end-to-end, coordinating timelines, stakeholder communications, completion tracking, and escalations across the organization
Project manage the company-wide career ladder and job description initiative in close partnership with the Director, HRBP and internal stakeholders: maintain the project plan, schedule and facilitate stakeholder sessions, manage document versions, track open items, and keep deliverables on timeline
Coordinate with function leaders to ensure every employee has an accurate, consistently titled, and up-to-date job description as career ladders are finalized
Maintain a live project tracker and status dashboard across all active P&C initiatives; surface blockers proactively and prepare concise updates for the Director, HRBP
Synthesize themes from performance and employee engagement platform data (Lattice) and deliver regular findings reports to the People & Culture leadership team

Talent enablement (40%)

Serve as the cross-functional liaison between the Employee Experience team and functional front-line leaders, identifying the need for tailored onboarding content and coordinating bespoke solutions to reduce time-to-productivity for new hires across the organization
Partner with functional leaders to surface team-specific onboarding needs — facilitating content creation through the leaders themselves rather than building from scratch — and ensure new hire experiences go meaningfully deeper than general orientation
Define, track, and report on new hire onboarding metrics (including time-to-productivity indicators) in coordination with the Employee Experience Manager; support new hire buddy program coordination and OKR development within the first 30 days
Coach managers and ICs on the consistent use of Lattice for 1:1 meeting tracking, performance documentation, and ongoing feedback — helping them understand how building a richer record in the tool strengthens future performance conversations and write-ups
Coordinate the new people manager L&D initiative: identify and curate relevant development paths from existing vendor offerings, manage program logistics (invitations, scheduling, completion tracking), and ensure newly promoted managers are enrolled at the time of promotion — in coordination with HR Ops on any HRIS automation
Support team dynamics, communication norms, and cultural onboarding for employees as the organization expands internationally, serving as a resource for managers navigating cross-cultural team integration

Employee relations (20%)

Guide front-line managers through difficult employee conversations and Performance Improvement Plan administration end-to-end: drafting, documentation, follow-through, and outcome tracking
Conduct and/or support investigations using established processes as needed, in partnership with the Director, HRBP
Serve as the primary point of contact for FMLA and ADA interactive process inquiries from employees and managers; coordinate from eligibility determination through return-to-work, including all required documentation, leave tracking, and communication with payroll
Support the full termination process including documentation and checklist completion; serve as point of contact for separated employees through the offboarding window and partner with the Director, HRBP on severance agreement preparation, review, and execution
Conduct exit interviews for voluntary separations across front-line manager and IC populations; synthesize themes and deliver regular findings to the People & Culture leadership team
Support L&D tool utilization for mandatory training programs: track completion, manage renewal calendars, and escalate gaps to leadership as needed

Qualifications

Required

Bachelor’s degree or equivalent experience in a related field
Highly organized with strong attention to detail; able to manage multiple concurrent, sensitive, time-bound workstreams without things falling through the cracks
Strong written and verbal communication, including effective use of both email and Slack; able to draft clear, audience-appropriate communications for manager and IC populations
Sound judgment and discretion on sensitive matters
Experience leveraging AI effectively to optimize work output
Within the last 7 years, 5+ years of relevant experience demonstrating: progressive ER ownership including FMLA/ADA administration and PIP management; change management and HR program coordination or project management (onboarding, training, compliance, or similar) — able to build a program, document it, and run it reliably
Experience supporting termination processes, including working alongside severance documentation
Solid working knowledge of FMLA, ADA, Title VII, and FLSA
Comfort with data: building trackers, pulling HRIS reports, and presenting metrics to leadership
Familiarity with performance management platforms (Lattice, CultureAmp, or similar)

Preferred

Prior HR experience in a technology company or high-growth environment
Familiarity with project management tools (Asana, Monday.com, Notion, or similar)
Exposure to job architecture, leveling frameworks, or compensation tools (Pave experience a plus)
PHR, SPHR, SHRM-CP, or SHRM-SCP certification
International HR or ER experience, particularly in the UK

About the Company:

Seekr is a leader in explainable and trustworthy artificial intelligence designed to power mission-critical decisions in enterprises, government, and regulated industries. SeekrFlow™, our end-to-end AI platform, provides secure, auditable AI solutions tailored to sectors where transparency, accuracy, and compliance are paramount. Available across cloud, on-premises, and edge environments, SeekrFlow reduces bias, strengthens data integrity, and simplifies model oversight so organizations can rely on trusted AI decisions in high-stakes settings that impact society’s most sensitive and vital systems. Trusted by leading enterprises and government agencies, we partner with defense, finance, telecom, and critical infrastructure leaders to enable AI solutions that drive real-world results with unmatched transparency and control. We are a team of strategic thinkers and problem-solvers tackling the toughest challenges facing critical infrastructure and global enterprises through best-in-class AI models and customer deployment. Our team operates with unwavering commitment to our core values and mission:

We are driven by outcomes—our customers' success is what we strive for every day.
We believe trust is earned, which is why we build explainability and transparency into the entire AI lifecycle.
We take our responsibility to deliver secure AI seriously.
We believe innovation drives progress—we are building the technologies that power the systems our society depends on.

Company Benefits:

Meaningful Mission & Impact - Work with a deeply talented, collaborative team solving some of the toughest AI challenges that matter.
Equity Ownership – RSUs that let you share directly in Seekr’s long‑term success and growth.
Time Off That Respects Real Life – Unlimited PTO plus 14 paid company holidays to truly recharge.
Work Your Way – A flexible hybrid work environment with offices in Reston, VA and Austin, TX.
Competitive Total Rewards – A role‑appropriate compensation structure that supports long‑term growth, including base salary, bonuses, or commission plans depending on role.
401(k) with Company Match – Build your future with a retirement plan that includes employer matching.
Comprehensive Health & Wellness – Medical, dental, vision, and life insurance coverage starting day one—for you and your family.
Parental Leave – Paid parental leave to support employees as they welcome a new child through birth, adoption, or foster placement.

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Senior HR Generalist

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