People & Culture Generalist (HR Generalist)

As a People & Culture Generalist at SI-BONE, your primary responsibilities will include managing talent acquisition processes, collaborating with hiring managers to identify candidate profiles, and enhancing onboarding experiences. You will also lead reporting and analytics in talent acquisition while streamlining various HR operations to drive efficiency.

To apply for the People & Culture Generalist role at SI-BONE, you must possess a Bachelor’s degree in Human Resources, Business Administration, or a related field coupled with at least 5 years of experience in talent operations or HR generalist roles, preferably in a startup environment. Proficiency in HRIS/ATS systems and knowledge of employment laws are also essential.

Success in the People & Culture Generalist position at SI-BONE requires strong analytical, organizational, and interpersonal skills. Creativity, agility in a fast-paced environment, and a collaborative spirit are also vital as you work to innovate and optimize HR operations.

SI-BONE fosters a supportive and dynamic workplace culture that values creativity, teamwork, and a commitment to improving patient outcomes. As a People & Culture Generalist, you'll play a key role in shaping employee experiences and promoting a culture that embraces change and collaboration.

The compensation range for the People & Culture Generalist position at SI-BONE is between $75,000 and $100,000 annually, depending on factors such as experience and education. This role also offers supplemental pay such as bonuses and stock options, reflecting our commitment to rewarding our talented team.

When prioritizing tasks as a People & Culture Generalist, I assess deadlines and the urgency of each project, align them with the company’s strategic objectives, and communicate with my team to ensure we’re all on the same page. This helps ensure that vital initiatives are completed efficiently and effectively.

In my previous roles, I've managed the entire talent acquisition process, including developing job descriptions, collaborating with hiring managers, and implementing effective recruiting strategies. I also focus on providing a welcoming onboarding experience, ensuring that new hires feel supported from day one.

Essential metrics include time-to-fill, source of hire, candidate quality rating, and diversity of candidates. By analyzing these metrics, I can refine recruiting strategies and improve the overall effectiveness of our talent acquisition efforts.

I approach conflicts within the team with open communication and a focus on understanding different perspectives. I work to mediate discussions and facilitate a resolution that aligns with the team's objectives. Encouraging a culture of respectful communication is key to maintaining positive relationships.

To enhance employee retention, I implement feedback mechanisms to understand employees' needs and address potential issues proactively. Fostering career development opportunities and creating an engaging workplace culture also play a significant role in retaining talent.

I have extensive experience working with various HRIS and ATS systems, including ADP and Greenhouse. Utilizing these tools, I've managed processes from applicant tracking to payroll management, ensuring that employee data is streamlined and accurate.

I stay updated on employment laws and regulations by regularly attending webinars, completing online courses, and subscribing to HR publications. Networking with industry peers also helps me stay informed of the latest changes and best practices.

In a previous role, I identified inefficiencies in our onboarding process that led to delays. By implementing an automated system for document collection and new hire orientation scheduling, I reduced the onboarding timeframe by 30%, improving the overall experience for new employees.

My approach to fostering an inclusive workplace includes actively participating in diversity initiatives, providing training for team members, and encouraging open dialogue. I believe it’s crucial to create an environment where every employee feels valued and heard.

I would describe my leadership style as collaborative and supportive. I believe in empowering team members by providing them the resources and guidance they need, while fostering a culture of open communication and idea-sharing to drive collective success.