Human Resource Generalist

Position Summary
Serve as the primary Human Resources partner for the manufacturing facility, supporting employee relations, workforce planning, talent acquisition, onboarding, compliance, employee engagement, and HR operations. This role works closely with plant leadership to address workforce challenges, provide guidance on people-related matters, ensure consistent policy administration, support organizational effectiveness, and drive a positive employee experience. The HR Generalist exercises independent judgment, analyzes trends, recommends solutions, and balances employee and business needs in a fast-paced manufacturing environment.
Essential Duties and Responsibilities - Talent Acquisition and Workforce Planning
Partner with plant leadership to identify current and future staffing needs and develop effective recruiting strategies.
Lead recruiting efforts for hourly and support positions, including candidate screening, interviewing, selection, and hiring recommendations.
Manage relationships with recruiting partners, community organizations, schools, and workforce agencies.
Analyze recruiting metrics and turnover trends and recommend actions to improve hiring effectiveness and retention.
Support workforce planning activities and staffing forecasts aligned with business demands.
Employee Relations and Leadership Support
Serve as a trusted resource to employees and leaders regarding company policies, procedures, and workplace concerns.
Coach supervisors on performance management, attendance, conflict resolution, and employee development.
Partner with leaders to identify and address workforce issues impacting engagement, morale, productivity, or retention.
Support change management and organizational initiatives.
Onboarding, Engagement and Development
Lead new hire orientation and onboarding activities to ensure successful integration into the organization.
Develop and maintain onboarding processes that improve readiness, engagement, and retention.
Conduct 30, 60, and 90 day follow-ups and analyze feedback trends.
Support employee recognition, engagement, and culture-building initiatives.
Partner with leaders to identify training and development needs.
Compliance and HR Administration
Ensure compliance with employment laws, regulations, company policies, and recordkeeping requirements.
Conduct audits of personnel files, I-9 documentation, training records, and HR processes.
Support leave administration, accommodations, and other employee lifecycle processes.
Maintain accurate and confidential employee records within HR systems, including Dayforce.
Provide guidance regarding policy interpretation and compliance-related questions.
HR Analytics and Business Support
Analyze workforce metrics including turnover, attendance, staffing levels, and engagement trends.
Prepare reports and recommendations for plant leadership and HR management.
Identify opportunities to improve HR processes and employee experience.
Participate in special projects and continuous improvement initiatives.
Core Competencies
Employee Relations and Coaching
Business Partnership and Influence
Problem Solving and Critical Thinking
Employment Law and Compliance Knowledge
Communication and Facilitation
Confidentiality and Professional Judgment
Organization and Execution
Adaptability and Continuous Improvement
Qualifications
Bachelor's degree in Human Resources, Business Administration, or related field preferred.
Minimum 3 to 5 years of progressive Human Resources experience required.
Experience supporting employee relations, recruiting, onboarding, compliance, and HR operations.
Working knowledge of employment laws including FMLA, ADA, FLSA, EEO, and I-9 compliance.
Experience with HRIS systems and Microsoft Office applications; Dayforce experience preferred.
Manufacturing or high-volume workforce experience strongly preferred.
Ability to exercise independent judgment and manage multiple priorities in a fast-paced environment.

Employment type
Full-time

Work arrangement
No