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Sr. HR Generalist

San Francisco, CA, United States
3 months ago

Capcom U.S.A., Inc.

Job Description

Job Title:

Sr. Human Resources Generalist



Date started in position


Reports to:

Sr. HR Director

Dept #


Department Name:

Human Resources

Date of last Position Review:

March, 2021

FLSA Classification:


Position Summary:

The Sr. Human Resources Generalist under the supervision of Capcom USA’s Sr. HR Director, originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance work culture that emphasizes strategic alignment, quality, productivity and standards, goal attainment, and the full life-cycle recruitment and organizational development. This role is critical in the Continuous improvement of the scope of HR services provided.

II. Supervision Exercised


III. Essential Functions & Responsibilities

  1. Knowledge, Skills and Abilities
  1. Minimum Requirements

Education and Experience

Licenses, Certificates and Other


Physical Demands

The employee must be able to work in an office environment, sitting and working on a PC for extended periods at a time.

While performing the duties of this Job, the employee is regularly required to sit and use hands to finger, handle, or feel. The employee is frequently required to stand and talk or hear. The employee is occasionally required to walk; reach with hands and arms and climb or balance.

Working Environments

Work is generally performed in an office environment and the noise level is usually moderate. Reasonable accommodations may be made to enable individual with disabilities to perform the essential functions.

  1. Additional Information

This job description is not intended to be an exhaustive list of duties, knowledge, skills, abilities, or requirements, as any one position in this classification may be assigned some or all of these duties, in addition to other duties not explicitly listed here. The various duties, responsibilities and/or assignments of this position may be unevenly balanced and changed from time to time based upon matters such as, but not limited to, variations in shift schedules, work demands, seasons, service levels and management’s decisions on how to best allocate department resources. Any shift, emphasis or rebalancing of these assigned duties, responsibilities and/or assignments does not constitute a change in the job classification.

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