HR Generalist

Job Title

HR Generalist

Department

People Ops CoE 1: Total Rewards, Onboarding Culture

Ren Level

P4, Exempt

Position Description:

The HR Generalist is an experienced, independent HR professional within Ren’s Center of Excellence for Total Rewards, Onboarding Culture. This role owns the design and execution of Ren’s onboarding program and leads culture and employee engagement programming that creates lasting connections for new hires and drives organizational belonging.

Reporting to the VP of Total Rewards, Onboarding Culture, this role operates with significant independence across a broad portfolio of onboarding and engagement work, exercising judgment on complex assignments and escalating strategically. The HR Generalist brings deep functional knowledge, cross-functional influence, and a disciplined approach to program design — translating organizational context into onboarding tracks and engagement touchpoints that accelerate new hire productivity and build belonging from day one.

Duties Responsibilities:

Onboarding Program Design Launch

Support the design and launch of Ren’s end-to-end onboarding program — from pre-boarding through 90 days — including Day 1 experience, structured integration touchpoints, and role-specific tracks, under the guidance of the VP and with the opportunity to shape how the program comes to life.

Help build scalable onboarding frameworks that serve employees across functions, levels, and work arrangements (in-person, hybrid, remote), applying learned best practices and adapting approaches as needs evolve.

Collaborate with hiring managers and cross-functional partners to understand new hire needs and organizational context, leading the development of tailored onboarding tracks and exercising independent judgment on program design decisions.

Coordinate with IT, Finance, Legal, and hiring managers to ensure new hire readiness, applying judgment to navigate novel or complex situations and partnering with the VP on decisions with significant organizational impact.

Support the establishment of 30/60/90-day integration frameworks, buddy programs, and cross-functional introduction structures that help new hires get up to speed quickly and feel connected to the organization.

Participate in the operating rhythm — cross-center syncs, the People Ops initiative calendar, and touchpoints with HR Business Partners — contributing to a connected employee lifecycle experience.

Culture Employee Engagement

Lead Ren’s employee engagement and culture programming within this center — designing and executing initiatives that reinforce organizational identity, deepen belonging, and support retention, aligning with the VP on strategic priorities and significant program decisions.

Partner with HR Business Partners and people managers to gather input on culture and engagement needs within teams, translating those insights into programming decisions and escalating strategically to the VP on matters of broad organizational impact.

Own the administration of employee listening mechanisms — engagement surveys, pulse checks, and structured feedback loops — leading analysis that surfaces actionable insights and presenting findings and recommendations to the VP and leadership.

Contribute to culture touchpoints and programming that reflect Ren’s organizational identity and DEI commitments, collaborating with teammates to execute initiatives effectively.

Work with HR Business Partners to understand the distinct needs of each business unit, translating that context into differentiated engagement programming and approaches that reflect each team’s unique dynamics.

Identify and synthesize patterns in new hire and employee feedback that signal gaps in experience or culture alignment, developing data-informed recommendations and presenting them to the VP with proposed implementation approaches.

Manager Enablement

Help build and maintain manager onboarding guides, toolkits, and enablement resources that equip people leaders to deliver a consistent, high-quality onboarding and integration experience for their teams.

Draft and iterate manager-facing materials that connect onboarding and culture — helping leaders ramp new hires effectively and reinforce team culture from day one, exercising independent judgment on content direction and consulting the VP on new frameworks or significant departures from established approaches.

Share onboarding and engagement best practices with managers, building productive working relationships and communicating clearly across levels and functions.

AI Fluency Program Innovation

Actively use AI tools within onboarding and engagement operations — applying solutions that improve content quality, support onboarding pathway personalization, and reduce administrative burden, with openness to learning new technologies as they emerge.

Use AI-assisted tools to analyze new hire feedback, engagement data, and retention indicators — developing independent interpretations an…