Human Resources Generalist

Company Overview

At Veo, we are on a mission to end car dependency by making clean transportation accessible to all and advancing the next generation of fully electric micromobility systems. Our fleets are constantly evolving and feature a range of vehicles - from pedal and electric bicycles, to standing and seated e-scooters, e-cargo bikes, and ADA accessible devices. We design and build our own vehicles, hardware, and software systems in house and run all our local operations to provide safe, efficient, and responsive mobility services that make communities more sustainable and livable.  We are looking for exceptionally talented individuals who are ready to develop and implement new solutions to these exciting challenges. 

Job Summary

As Veo’s HR Generalist, you will serve as a key partner to our operations and People teams, supporting employees and leaders across multiple markets. This role will focus on employee relations, performance management, compliance, and people programs, while also supporting core HR processes that enable our distributed workforce to succeed.

You will work closely with operational leaders to address employee issues, coach managers, support workforce planning, and help ensure consistent HR practices across the organization. This role offers the opportunity to gain broad exposure across multiple HR disciplines while helping scale People Operations within a fast-growing company.

Responsibilities:

Employee Relations

• Serve as a trusted partner to managers and employees on employee relations matters across multiple markets.
• Conduct timely, thoughtful, and confidential investigations into employee concerns, including harassment, discrimination, retaliation, workplace violence, and violations of company policies.
• Manage and support disciplinary actions and employee conflict resolution.
• Provide coaching and guidance to managers on employee performance management, feedback, and complex employee situations.
• Respond to employee concerns regarding policies, workplace issues, and disciplinary matters while ensuring fair and consistent outcomes.
• Analyze employee relations trends and partner with leadership to develop proactive strategies, programs, and solutions.

HR Business Partnership

• Partner closely with Operations leadership across multiple markets to support workforce needs and operational priorities.
• Provide guidance on employee engagement, retention, and performance management.
• Support workforce planning, organizational changes, and talent management initiatives.
• Act as a trusted advisor to managers on people-related matters and organizational effectiveness.
• Partner with the Sr. Manager of People Operations  and leadership team to resolve workplace concerns quickly and effectively.

Compliance & Risk Management

• Maintain strong knowledge of federal, state, and local employment laws and ensure organizational compliance.
• Ensure consistent interpretation and application of HR policies and practices across the organization.
• Support leave management, workplace accommodations, and workers’ compensation claims.
• Review and investigate workplace incidents and personal injury claims, ensuring proper documentation and resolution.
• Assist with internal audits, HR compliance tracking, and risk mitigation efforts.
• Develop, update, and deliver training on HR policies, compliance requirements, and workplace standards.

People Operations Support

• Partner with the People Operations team to ensure smooth onboarding, offboarding, and employee lifecycle transitions.
• Support in heavy HRIS management and process improvements within Rippling, including workflows and system updates.
• Help scale HR processes, programs, and systems to support a rapidly growing organization.
• Ensure consistent, compliant HR processes across distributed teams and multiple markets.

Requirements:

• This role requires working onsite in our Santa Monica office four days per week. Candidates must be based in the Los Angeles area.
• Bachelor’s degree required (Master’s degree preferred) in Human Resources, Business Administration, or a related field, and/or 5+ years of experience conducting workplace investigations, with a preference for experience investigating allegations of harassment, discrimination, and retaliation.
• Strong knowledge of federal, state, and local employment laws, regulations, and statutes governing workplace policies and employment practices.
• Demonstrated employee relations expertise,