HR Generalist

About this role

ABOUT LILT

AI is changing how the world communicates — and LILT is leading that transformation.

We're on a mission to make the world's information accessible to everyone, regardless of the language they speak. We use cutting-edge AI, machine translation, and human-in-the-loop expertise to translate content faster, more accurately, and more cost-effectively without compromising on brand, voice, or quality.

At LILT, we empower our teammates with leading tools, global collaboration, and growth opportunities to do their best work. Our company virtues—Work together, win together; Find a way or make one; Quicker than they expect; Quality is Job 1—guide everything we do. We are trusted by Intel Corporation https://www.linkedin.com/company/intel-corporation/, Canva https://www.linkedin.com/company/canva/, the United States Department of Defense https://www.linkedin.com/company/deptofdefense/, the United States Air Force https://www.linkedin.com/company/united-states-air-force/, ASICS https://www.linkedin.com/company/asics/, and hundreds of global Enterprises. Backed by Sequoia, Intel Capital, and Redpoint, we’re building a category-defining company in a $50B+ global translation market being redefined by AI.

POSITION SUMMARY

The HR Generalist is a developing HR professional who supports the execution of core people programs and processes across the employee lifecycle. Working with regular guidance from the VP of People, this role is responsible for day-to-day administration of benefits, onboarding and offboarding, leave management, compliance, and employee inquiries. The HRG is building depth across HR functional areas, developing judgment on routine to moderately complex situations, and growing into a trusted resource for employees and managers.

KEY RESPONSIBILITIES

Benefits Administration & Leave Management

- Administer health, dental, vision, life, disability, FSA/HSA, and retirement programs; support open enrollment logistics including employee communications, system updates, and carrier coordination.

- Serve as a first point of contact for employee benefits and leave inquiries; provide guidance on eligibility and process, and escalate complex leave situations (FMLA, ADA accommodations, multi-jurisdiction matters) to HR leadership.

- Maintain accurate benefits records across HRIS and carrier systems; flag discrepancies and support audits and compliance filings.

Onboarding & Offboarding

- Coordinate day-one logistics for new hires — systems access, equipment, workspace setup, and hiring manager readiness — and facilitate new hire orientation covering HR policies, benefits enrollment, and key resources.

- Process offboarding for all separation types, including exit interview scheduling, final pay coordination, systems deactivation, and COBRA notifications.

- Maintain onboarding and offboarding checklists; identify process gaps and surface recommendations to improve consistency and the employee experience.

Performance Management Support

- Support the administration of performance review cycles, including system preparation, employee and manager communications, and completion tracking.

- Assist managers with navigating the performance management process; direct more complex coaching or corrective action situations to the VP of People.

- Help maintain performance documentation templates and resources; flag process inconsistencies to HR leadership.

Employee Relations & Policy

- Serve as the first point of contact for routine employee inquiries about HR policies, handbook questions, and workplace concerns; provide accurate guidance and escalate as appropriate.

- Support documentation of employee relations matters under the direction of the VP of People; assist with scheduling, note-taking, and file maintenance for ER cases.

- Assist with handbook and policy updates; clearly communicate policy changes to employees on schedule.

Compliance & Recordkeeping

- Administer I-9 verification processes, including timely completion, re-verification, and audit readiness.

- Maintain personnel files and HR records in compliance with applicable federal, state, and local retention requirements.

- Support internal and external HR audits; prepare documentation, identify gaps, and help implement corrective actions under HR leadership guidance.

HR Data & Reporting

- Maintain data accuracy in the HRIS; conduct regular audits and proactively correct records.

- Pull standard HR reports on headcount, turnover, and other people metrics; support preparation of materials for leadership reviews.

- Assist in identifying data trends and contributing to HR dashboards and reporting templates.

HR Projects & Administrative Support

- Support HR team initiatives, including system implementations, policy rollouts, and program administration; own assigned workstreams and meet deadlines reliably.

- Assist with manager and employee communications, training logistics, and program materials across the HR function.

- Bring a continuous improvement mindset to day-to-day work; proactively flag inefficiencies and suggest process improvements to the HR team.

QUALIFICATIONS

Required

- 2–3 years of HR experience in a generalist or HR operations/coordinator role.

- Foundational knowledge of employment law and HR compliance requirements; ability to apply policy correctly and recognize when to escalate.

- Hands-on experience with benefits administration, leave coordination, and employee onboarding/offboarding processes.

- Strong attention to detail and organizational skills; able to manage multiple administrative tasks accurately and on time.

- Clear written and verbal communication skills; professional and approachable with employees at all levels.

- Proficiency with HRIS platforms and Google Suite; comfort with data entry, reporting, and basic analysis.

- Bachelor's degree in HR, Business Administration, or related field; or equivalent experience.

Preferred

- PHR,…