The Sr. HR Generalist plays a key role in supporting Brunel’s corporate teams by providing day-to-day HR partnership across a broad range of people operations, including HR administration, onboarding, benefits coordination, employee relations, and compliance. This role works closely with employees, managers, and reporting to the Regional  Americas HR Manager to ensure HR processes are delivered with consistency, fairness, and accuracy while maintaining the highest level of professionalism and confidentiality.

In addition to supporting critical HR operations, the Sr. HR Generalist contributes to creating a positive employee experience and fostering a collaborative workplace culture.

Brunel is proud to offer a competitive and comprehensive benefits package designed to support the health, wellbeing, and financial security of our employees, along with a flexible work schedule that promotes work-life balance. The Sr. HR Generalist helps ensure employees understand and effectively access these programs while supporting a workplace where people feel valued, supported, and empowered to succeed.

This role is ideal for an HR professional who enjoys partnering with leaders, solving problems, improving processes, and helping employees thrive in a dynamic and growing organization.

• Serve as the primary HR point of contact for U.S. corporate leaders and employees, providing guidance on employee relations, performance management, policy interpretation, and workplace concerns.
• Independently conduct employee relations investigations, including interviews, documentation review, findings, and recommendations, in partnership with the Regional HR Manager as needed.
• Partner with leaders to proactively address employee engagement, behavior, and performance risks.
• Conduct stay interviews, exit interviews, and new hire check-ins to identify trends and improvement opportunities.

• Manage end-to-end onboarding and offboarding for U.S. corporate employees, including ADP, HelloTeam, and system access coordination.
• Prepare and issue offer letters, new hire paperwork, and coordinate background checks.
• Process employee lifecycle changes (hires, promotions, transfers, terminations) and ensure accurate documentation and system updates.
• Maintain accurate, confidential employee records in compliance with federal and state regulations (I-9, ADA, FLSA, EEOC).
• Prepare HR reports, employee lists, and organizational charts for leadership and audit purposes.

• Assist with corporate open enrollment, benefit changes, and life event documentation.
• Support employees with benefits-related inquiries
• Audit benefit enrollments and deductions to ensure accuracy and compliance with plan and IRS rules.
• Maintain confidentiality of health-related data in accordance with HIPAA requirements.

• Ensure HR practices comply with all applicable federal, state, and provincial employment laws.
• Assist in maintaining and updating employee handbook policies, HR forms, and procedural templates.
• Manage HR audits and reporting for compliance (e.g., I-9 audits, PTO accrual audits, benefit Audits).
• Maintain familiarity with IRS, DOL, and state requirements affecting payroll, benefits, and HR operations.

• Support the Regional HR Manager with coordination of annual performance review cycles and goal tracking in HelloTeam.
• Assist in scheduling or tracking participation in Brunel Academy and compliance training sessions.
• Support continuous learning initiatives and employee engagement surveys.

• Bachelor’s degree in human resources, Business Administration, or related field required.
• 5+ years of HR experience in a corporate or multi-state environment.
• Knowledge of U.S. employment laws and HR compliance standards (ADA, FLSA, FMLA, EEOC, HIPAA).
• Experience managing or assisting with Benefit related inquiries.
• Experience with ADP Workforce Now and/or HRIS systems preferred.
• Strong communication, problem-solving, and organizational skills.
• Ability to maintain confidentiality, handle sensitive information, and multitask effectively.
• HR certification (SHRM-CP or PHR) preferred, not required.