• Under the supervision of the HR Supervisor, the HR Generalist uses knowledge and skills obtained through experience and training to assist in developing, and implementing HR practices, procedures, and solutions • Works with the HR Team to support the execution of human resources plans and practices • Perform I-9 compliance and file audits • Conduct exit interviews and stay interviews • Provide open enrollment support (possible onsite) • Communication with employees to announce open enrollment • Facilitation of a meeting with the client, broker, HR team, and any other relevant internal PuzzleHR service teams • Compile EEO-1 reporting • Assist with employee onboarding support • Next level support after Employee Onboarding Associate Creation of SOP • Assist in performing internal client investigations • Maintain employee records and information in client systems • HRIS familiarity to provide recommendations for HCM projects, working directly with HCM system support • Interact directly with clients in the areas of employee relations, compensation administration, benefits, talent acquisition, and organization talent development to support lead HR initiatives • Partner with internal service teams to ensure the delivery of services accurately and efficiently • Provide input and support for HRSP projects • Participate in developing and optimizing client systems and processes • Refine knowledge of progressive HR practices and key trends • Identify areas for continuous improvement of HR services and processes • Maintain current knowledge of legal requirements as well as state and federal regulations that impact human resource functions and ensure policies, procedures, and reporting are in compliance • Participate in all department staff meetings and attend other meetings and seminars • Perform other duties and responsibilities as assigned

• You'll shape and lead our global HRBP function - defining the operating model, standards, and expectations for business partnering across regions. • You'll partner directly with executives and senior business leaders on organizational design, workforce planning, leadership effectiveness, succession planning, and talent investment. • You'll lead and coach our North American HRBP team while providing functional leadership across HRBPs in China and India, helping build a consistent, high-performing global practice. • You'll guide leaders through organizational change, helping diagnose challenges, evaluate trade-offs, and build teams that can support the company's long-term growth. • You'll develop practical frameworks, career paths, and coaching that strengthen HRBP capability and create consistency across regions without losing local relevance. • Most importantly, you'll help ensure that People is viewed as a strategic business partner that enables growth—not simply a support function.

• The Human Resources Generalist is responsible for managing the full employee lifecycle for all office staff from sourcing and recruitment through onboarding, credentialing, active employment administration, and offboarding. • Source qualified candidates for all open office staff positions through job boards, professional networks, referrals, and targeted outreach • Post and manage job listings across active recruiting platforms and maintain accurate job descriptions for each office role • Conduct initial phone screens to evaluate candidate qualifications, cultural fit, and availability • Schedule and coordinate interviews between candidates and hiring managers or the HR Director • Manage offer communications, pre-employment documentation collection, and hiring decisions in alignment with HR policy • Maintain an active and organized candidate pipeline for all open office positions and provide weekly updates to the HR Director • Execute the full onboarding process for all incoming office staff from offer acceptance through completion of the first week • Ensure all pre-employment requirements are completed and verified before the employee's first day, including credentials, I-9 documentation, E-Verify, and signed offer materials • Facilitate new hire orientation, ensuring employees understand policies, systems, expectations, and culture • Coordinate with IT, operations, and department managers to ensure workstation access, system logins, and equipment are ready on Day 1 • Track onboarding completion for each new hire and follow up on any outstanding items until fully resolved • Serve as the primary point of contact for new hire questions during the onboarding period • Enroll all incoming office staff in the fingerprint clock-in system on or before their first day of employment • Verify that each employee's fingerprint profile is active, functional, and linked to their correct HRIS record before their first shift • Troubleshoot and resolve fingerprint enrollment issues promptly in coordination with IT or the system administrator • Process clock-in system deactivations for separated employees on the same day as their termination effective date • Maintain accurate records of all active fingerprint clock-in enrollments and flag any discrepancies to the HR Director • Identify and collect all required credentials, certifications, and licenses for each office role before the employee's start date • Verify the authenticity and validity of all submitted credentials before the employee begins work • Maintain a credential tracking system for all office staff that includes issue dates, expiration dates, and renewal deadlines • Send proactive renewal reminders to office staff in advance of any credential expiration • Escalate any credential gaps, delays, or verification issues to the HR Director immediately • Ensure zero office staff members begin employment with incomplete or unverified credentials • Complete E-Verify submissions for all office staff new hires within 3 business days of the date of hire • Document all submission dates, case numbers, and final E-Verify statuses in the employee's personnel file • Manage Tentative Non-Confirmation (TNC) cases in accordance with federal guidelines and escalate to the HR Director immediately upon receipt • Maintain 100% E-Verify compliance across all office staff hires with no exceptions or missed submissions • Maintain a current and accurate probation tracker for all office staff employees serving a probationary period • Log each employee's probation start date, scheduled end date, and applicable performance review milestone upon hire • Issue timely notifications to the HR Director and the employee's direct manager in advance of each probation period end date to ensure performance reviews are completed on time • Document probation outcomes, including successful completion, extension, or termination, in the employee's personnel file and HRIS record • Escalate any employee who reaches their probation end date without a completed review to the HR Director immediately • Ensure no employee transitions out of probationary status without a documented and approved performance determination • Initiate the full offboarding process on the same day a separation is confirmed, whether voluntary or involuntary • Collect all company property, including access badges, equipment, and keys, on or before the employee's last day • Deactivate system access, HRIS records, and fingerprint clock-in enrollment on the effective date of termination • Process and file all required separation documentation, including resignation letters, termination notices, and final pay notifications, in coordination with payroll • Conduct or coordinate exit interviews as directed by the HR Director and document findings for HR records • Ensure COBRA or benefits continuation notices are issued within legally required timeframes in coordination with the benefits administrator • Update the employee's HRIS status and personnel file to reflect separation accurately and on time • Maintain a termination log that tracks all separations by date, type, and department for reporting purposes • Enter all office staff new hire information into the HRIS on the same business day as hire confirmation • Update employee records in the HRIS at each employment milestone, including onboarding completion, status changes, promotions, and terminations • Ensure all HRIS records for office staff are complete, accurate, and audit-ready at all times • Run HRIS reports on office headcount, onboarding status, probation, open positions, and separations as requested by the HR Director • Identify and correct any data entry errors or record discrepancies promptly • Maintain complete and organized personnel files for all office staff in compliance with documentation standards and applicable employment law • Ensure all required documents are collected, filed, and current for each active employee, including offer letters, I-9s, signed policies, credentials, probation records, and performance documents • Conduct routine audits of office staff personnel files to identify and resolve any gaps or missing documentation • Safeguard the confidentiality and security of all employee files and records • Maintain separated employee files in accordance with applicable records retention requirements • Maintain and update the new hire orientation PowerPoint presentation to reflect current policies, procedures, organizational structure, and any operational changes • Review and revise the orientation deck before each new hire orientation cycle to ensure accuracy and relevance • Collaborate with the HR Director and department heads to incorporate updated content, compliance requirements, or cultural messaging into orientation materials • Ensure orientation materials are professional, consistent with branding, and aligned with the employee experience standard set by the HR Director • Maintain a complete and up-to-date birthday tracker for all active office staff • Add new hires to the birthday tracker upon onboarding completion and remove separated employees promptly • Provide timely notifications or reminders to the HR Director or leadership team as directed to support employee recognition efforts • Keep the tracker accurate, organized, and accessible for the HR team's use • Complete additional tasks and special projects as assigned by the HR Director • Support HR operations during audits, compliance reviews, open enrollment, or high-volume hiring periods • Assist with policy updates, HR communications, and process improvement initiatives as directed • Participate in HR team meetings and contribute to the continuous improvement of HR systems

Role Description Our People team is at the heart of everything we do. We are looking for a highly experienced Principal HR Business Partner, International to serve as the primary HRBP for leaders and teams outside North America. This role will act as a strategic business advisor and thought partner across Insurance GTM, Security, Claims, and Tech, while directly supporting the Head of International and partnering closely with the broader HRBP team. This role will lead and implement people strategies for international leaders and teams across multiple countries, helping drive organizational effectiveness, strong manager capability, and sustainable growth. In addition, this person will help evolve and strengthen Coalition’s international people practices, bringing sound HR judgment, practical execution, and local market awareness to a growing global footprint. Responsibilities - Serve as the lead HR Business Partner for international leaders and teams outside North America across Insurance GTM, Security, Claims, and Tech, acting as a strategic advisor to the Head of International and regional leaders. - Translate business priorities into practical people strategies that support organization design, team effectiveness, engagement, and sustainable growth across multiple countries. - Coach leaders on performance management, employee relations, investigations, talent planning, manager capability, and other complex people matters. - Advise on promotions, leveling, compensation, policy interpretation, and local employment practices in partnership with People leadership, Total Rewards, Legal, and People Ops. - Support works council engagement and consultation requirements where applicable, while maintaining strong judgment around compliance and local labor practices across assigned markets. - Partner closely with North America HRBPs and cross-functional teams to ensure coordinated support, alignment to executive priorities, and strong execution in-region. - Provide limited hands-on operations support as needed, including administrative execution, process coordination, documentation, employee data updates, onboarding/offboarding support, and other operational follow-through. - Balance HRBP partnership with practical execution, flexing between strategic employee/manager support and tactical People Operations work to meet the needs of the business. Qualifications - Bachelor’s degree in Human Resources, Business, or a related field preferred. - 8+ years of experience as an HR Business Partner, with significant experience supporting senior leaders and complex organizations. - Fluent written and verbal communication skills in both English and German are required. Additional European language capability, such as French, Spanish, Italian, or a Nordic language, is preferred. - Strong experience supporting international and/or multi-country employee populations, ideally across Europe and other non-North America markets. - Experience working through works council matters, local labor practices, and country-specific employee considerations across Germany and other international markets. - Demonstrated expertise in performance management, employee relations, investigations, manager coaching, organizational design, and change management. - Strong business acumen and judgment, with the ability to connect people strategy to business outcomes and operate effectively in ambiguous, fast-moving environments. - Experience advising on compensation, promotions, and internal talent movement while balancing market and internal equity considerations. - Proven ability to influence senior leaders, build trust quickly, and serve as a credible day-to-day HR partner for leaders and employees across Europe. - Experience building or improving people programs, processes, or operating practices in partnership with cross-functional stakeholders. - Experience in a high-growth, global, and highly cross-functional environment preferred. Benefits - 100% public healthcare coverage. - 30+ paid holidays. - Annual home office stipend. - Statutory pension. - Mental & physical health wellness programs. - Competitive compensation and opportunity for advancement.