Senior HR Specialist

Description

Senior HR Specialist

• Company: Keystone CPA
• Location: Reno, Nevada – On-Site
• Reports To: Owner/CEO or Designated Firm Leader
• Schedule: Full-Time
• Compensation: $78,000–$95,000 annually, depending on experience

About Keystone CPA

At Keystone CPA, we pride ourselves on delivering integrated service solutions that make a difference for our growing client base. Our services, including accounting, tax, wealth advisory, and business brokerage, are designed to create value for both our clients and our team. As Keystone continues to grow, we are building the people, processes, and infrastructure necessary to support a high-performing professional-services organization.

Position Summary

Keystone CPA is seeking an experienced, highly organized Senior HR Generalist to own and execute the firm's day-to-day Human Resources and employee lifecycle functions. The role carries clear accountability for timely completion, accurate documentation, and a consistent employee experience.

This is a hands-on role for an HR professional who enjoys creating structure, solving problems, supporting employees and managers, and making sure important people processes actually get completed.

The Senior HR Generalist will serve as a primary resource for employee HR matters and will own or coordinate onboarding, employee relations, performance-management processes, HR systems, policies, benefits, leave, employee records, offboarding, compliance, workforce administration, incentive-program administration, and employee experience.

A significant component of this position is ensuring that new employees are fully prepared to join Keystone.

This individual will work closely with firm leadership, managers, the Chief Recruiting Officer, employees, and Keystone's third-party technology, benefits, HR, and professional advisers.

The ideal candidate is comfortable working in a growing, entrepreneurial professional-services environment where priorities can move quickly and successful HR requires excellent judgment, attention to detail, personal accountability, and persistent follow-through.

Key Responsibilities

HR Operations & Employee Support

• •Serve as a primary point of contact for employees regarding day-to-day HR questions and concerns.
• •Maintain accurate employee records, personnel files, and HR documentation.
• •Administer and maintain HR processes and employee information within Paylocity.
• •Coordinate employment-status changes, compensation changes, promotions, transfers, and other employee updates.
• •Maintain HR calendars and ensure required activities are completed on schedule.
• •Develop and improve practical HR processes, checklists, templates, and documentation as the firm continues to grow.
• •Coordinate with firm leadership, managers, and third-party providers to ensure HR responsibilities are completed accurately and timely.
• •Ensure HR processes, communications, documentation, and employee support are consistently administered across on-site, hybrid, and remote employees.

Workforce Administration & People Metrics

• •Maintain a current staffing roster, organizational chart, employment-status information, and position data needed for leadership workforce planning.
• •Prepare a concise monthly people-operations dashboard covering headcount, turnover, open-position handoffs, onboarding status, performance-review completion, manager 1:1 completion, material leave or employee-relations items, and overdue HR actions.
• •Maintain an HR action log with accountable owners, due dates, and escalation status for unresolved people matters that require follow-through.
• •Administer and track approved employee incentive programs, including KPIs, scorecards, and bonus metrics, in coordination with leadership.

New-Hire Preboarding & Onboarding

Once a candidate accepts an offer and transitions from recruiting into employment, the Senior HR Generalist will take primary responsibility for coordinating the employee's preboarding and onboarding experience , including follow-through and verification of completion across responsible managers, vendors, and functional owners.

Responsibilities include:

• •Coordinate new-hire paperwork, employment documentation, and preboarding requirements.
• •Confirm required background checks have successfully cleared through Keystone's third-party background-check provider and communicate clearance/status with appropriate hiring-team members.
• •Maintain comprehensive onboarding checklists and track each new hire through completion.
• •Prepare and review new-hire welcome letters and communications.
• •Develop and coordinate a detailed two-week onboarding and training agenda for each new employee in partnership with managers and appropriate subject-matter experts.
• •Coordinate with managers, IT, operations, and outside vendors to confirm first-day readiness and clear ownership of required onboarding items.
• •Coordinate laptops and other technology with Keystone's third-party IT providers.
• •Confirm new-hire Outlook/email accounts and appropriate system access have been created prior to the employee's start date.
• •Add new employees to appropriate recurring meetings, team huddles, firmwide meetings, holiday calendars, and other organizational communications.
• •Ensure each new employee receives Keystone's approved professional virtual meeting background.
• •Obtain employee bios and professional headshots as required.
• •Coordinate updates to employee profiles, corporate banners, website information, and applicable professional/social-media links.
• •Prepare and send Keystone new-hire swag packages.
• •Coordinate office-specific onboarding needs, including keycards, parking passes or instructions, office signage, workspace readiness, and other physical-access requirements.
• •Facilitate the HR portions of new-hire orientation.
• •Ensure required policies, acknowledgments, forms, and employment documentation are completed.
• •Assist employees with completing benefits enrollment through Keystone's third-party benefits provider and follow up on outstanding enrollment requirements.
• •Confirm each new employee's annual hourly/work schedule is properly established in CCH Axcess or other applicable scheduling software.
• •Conduct or coordinate appropriate new-hire check-ins following the employee's start date.
• •The Senior HR Generalist is responsible for coordinating onboarding readiness and ensuring completion but is not expected to personally provide technical accounting or tax training, perform specialized IT configuration, or assign client work. Managers, IT, operations, and other functional owners remain responsible for completing tasks within their areas.

Employee Relations

• •Serve as an approachable and trusted HR resource for employees and managers.
• •Receive and appropriately document employee concerns.
• •Assist managers with employee communication and workplace issues.
• •Conduct or coordinate employee-relations inquiries when appropriate.
• •Recognize matters requiring escalation to firm leadership, outside HR consultants, or employment counsel.
• •Maintain appropriate confidentiality and thorough documentation.
• •Promote consistent application of firm policies and employment practices.

Performance Management

• •Administer Keystone's performance-review process , including new-hire performance check-ins and scheduled firmwide reviews.
• •Maintain review calendars, communicate deadlines, track to completion.
• •Maintain required documentation.
• •Support managers in documenting employee performance concerns.
• •Coordinate Performance Improvement Plans and corrective-action documentation as directed by leadership.

Managers remain responsible for evaluating, coaching, and managing the performance of their employees. HR owns the process, administration, documentation, and follow-through .

Manager & Employee 1:1 Process

• •Establish and maintain a process for managers to conduct meaningful employee 1:1 conversations at least quarterly.
• •Provide practical tools, re