Human Resources Manager Remote Jobs in Nevada (NOW HIRING)

Local or 100% Remote

About the role

The Senior HR Generalist will influence all components of the employee lifecycle and seek to optimize, organize, and improve the touchstones of employee experience. This role will work closely with HR leaders to support people-focused responsibilities and projects. The role will have direct involvement in areas such as onboarding, employee engagement, leave administration, benefits and compliance - combining employee lifecycle operations, People program support, and HR generalist responsibilities.

We are looking for a thoughtful, highly organized individual to help deliver an exceptional and consistent employee experience as our organization continues to scale. The ideal candidate is comfortable balancing high-touch employee support with operational execution. You enjoy building structure, improving processes, and identifying opportunities to make People programs more efficient, scalable, and employee-friendly.

Your responsibilities

• Coordinate the onboarding experience, ensuring new employees have a welcoming, organized, and consistent start.
• Partner with internal stakeholders to ensure onboarding activities are completed accurately and on time.
• Manage employee lifecycle changes, including promotions, transfers, manager changes, employment-status changes, and departures.
• Maintain accurate employee records and ensure changes are properly documented and reflected across People systems.
• Identify inefficiencies and independently propose scalable solutions to automate or streamline recurring employee lifecycle processes.

• Help coordinate and administer company-wide People programs, including surveys, learning initiatives, and employee recognition.
• Develop program materials, employee communications, manager resources, timelines, and process documentation.
• Gather and organize employee feedback, program data, and operational insights to help evaluate program effectiveness.
• Partner with members of the People team on the continuous improvement of employee programs.

• Serve as an approachable first point of contact for employee questions related to policies, benefits, time away from work, People processes, and employment practices.
• Facilitate leaves of absence and workplace accommodation processes in partnership with employees, managers, benefits providers, and other stakeholders.
• Guide employees through leave requirements, documentation, timelines, pay coordination, and return-to-work processes while maintaining confidentiality.
• Support benefits administration, including employee questions, qualifying life events, and occasional coordination with vendors.

• Conduct periodic audits of employee data, documentation, and People processes to identify gaps or inconsistencies. 
• Help ensure People practices remain compliant with applicable employment requirements and internal policies.
• Recommend practical process improvements that reduce manual work, improve controls, and create a better employee experience.
• Support cross-functional People projects and contribute to evolving the People Operations function as the organization grows.

About you

• 4+ years of experience in People Operations, Human Resources, or a related field.
• Broad working knowledge of employee lifecycle processes and core HR practices.
• Experience coordinating onboarding, leaves of absence, benefits, or other employee-facing programs.
• Strong project-management and organizational skills, with the ability to manage multiple deadlines and recurring processes.
• Excellent written and verbal communication skills, including the ability to explain complex processes clearly and empathetically.
• Sound judgment and the ability to recognize when an issue should be escalated.
• High attention to detail and a commitment to maintaining accurate records.
• Demonstrated discretion when handling sensitive and confidential employee information.
• Comfort working in a fast-moving environment where processes may still be evolving.
• A collaborative, service-oriented approach and the ability to build trusted relationships with employees, managers, and cross-functional partners.
• Experience working with HRIS (Rippling preferred), benefits, payroll, performance-management, or employee-engagement platforms.

Compensation at Point will be determined by skills, experience, and geographic location. Point has identified the expected annual base salary for this role at this level based on the market by tiers (Region | Location | Market Salary):

• Tier 2 | Austin, Boston, Chicago, Denver, Los Angeles, Miami, Philadelphia, Portland, Sacramento, San Diego, Santa Barbara & Washington DC | $47.50 - $52.50 per hour
• Tier 3 | All other US metro areas | $44.76 -$49.47 per hour

This does not include any other potential components of the compensation package, including equity, benefits, and perks outlined above. At the launch of each position, we benchmark compensation to the appropriate role and level utilizing competitive compensation data from various data sources as references. At the offer stage, we use the signal we received from our interviews, coupled with your experience, location, and other job-related factors, to determine final compensation.

Location Requirement: This is a remote position. However, candidates must reside in one of Point's states of operation: AL, AR, AZ, CA, CO, CT, DC, FL, GA, IL, KS, KY, MA, MD, ME, MI, MN, MO, NC, NH, NJ, NV, NY, OH, OR, PA, SC, TN, TX, UT, VA, WA, WI.