Sr. HRBP/Generalist

About the role

This position translates complex workforce requirements into clear direction so that team actions remain practical and aligned with business strategy. You will own the end-to-end employee journey, ensuring consistency and fairness across every employment phase for a distributed workforce. The role requires a high level of discretion when handling sensitive leadership issues, protecting confidential information and exercising sound judgment at all times. You will serve as a key advisor to managers, interpreting policy and performance standards into actionable guidance. People operations depend on your ability to manage payroll, benefits, and compliance with accuracy and timeliness. Success in this role is defined by your capacity to communicate clearly and foster a fair, inclusive environment. You will support employees through every stage of the employment lifecycle, from initial hiring through to exit processes. Most decisions will be executed within structured processes for reviews, compensation, and policy changes, requiring strict adherence to procedure.

Key facts

What you'll do

Interpret business needs and convert them into actionable workforce direction for cross-functional teams.

Handle sensitive leadership issues with discretion to protect information integrity and support sound judgment.

Leverage HRIS proficiency to streamline complex procedures into clear steps for employees and managers.

Ensure hires, moves, and exits remain smooth regardless of work location in a distributed environment.

Partner with leaders on employee relations, performance management, organizational design, and workforce planning to drive concrete outcomes.

Shape policy, design, and staffing initiatives in collaboration with managers when visible results emerge from documented decisions.

Support employees through every stage of the employment lifecycle, from onboarding to offboarding.

Act as a bridge between people teams and leadership to align strategy with practical execution.

Champion fairness and consistency in all employment processes and company interactions.

Translate organizational goals into day-to-day HR activities that support long-term business health.

Contribute to the design and implementation of programs that improve employee experience and operational efficiency.

Requirements

A Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience is mandatory.

Formal education or comparable background confirms understanding of HR concepts, practices, and employment standards.

At least 5 years of progressive Human Resources experience, including work as an HR Generalist or HR Business Partner, is required.

This experience ensures exposure to complex people operations, evolving business needs, and structured process implementation.

You must be able to support in-office and remote employees within a start-up environment because adaptability across the full employee lifecycle is essential.

You can partner with leaders on employee relations, performance management, organizational design, and workforce planning to achieve measurable outcomes.

You will collaborate with managers to shape policy, design, and staffing initiatives when decisions are documented and results are visible.

Strong discretion, fairness, and clear communication are non-negotiable requirements for this position.

Experience with HRIS and ATS platforms is required to organize talent data and streamline workflows.

You must be comfortable working in a fast-paced, software-first environment where priorities can shift quickly.

Practical notes

Typical interview steps

People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.

Good to know

General HR roles guide people strategy, operations, and employee experience across the employment lifecycle. HRIS and ATS platforms organize talent data, streamline workflows, and support compliance for distributed teams. These tools help standardize processes and reporting across hiring, development, and operations. Careers in HR often progress through broader responsibilities and increased ownership of strategy and policy. Understanding employment law and organizational behavior supports effective decision making in dynamic environments.

Questions to ask

Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.

Career growth

People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.

About the company

Mariana Minerals is a software-first, vertically integrated minerals company focused on supplying the minerals critical to modern energy, AI, and defense technologies.