HR Generalist

Position Summary The Human Resources Generalist plays a critical role in supporting and executing core HR functions across the employee lifecycle while ensuring compliance, consistency, and a positive employee experience. This role serves as a trusted partner to employees and leaders, with a strong focus on recruiting, training, employee relations, conflict resolution, confidential investigations, and HR compliance auditing. Key Responsibilities Employee Relations, Investigations & Conflict Resolution Serve as a primary point of contact for employee relations matters, providing guidance, coaching, and resolution support to employees and leaders. Conduct confidential employee relations investigations, including complaints related to conduct, policy violations, harassment, discrimination, and workplace concerns. Document findings, assess risk, recommend corrective actions, and partner with leadership to ensure timely and appropriate resolution. Facilitate conflict resolution and mediation between employees and/or management to promote a respectful and productive work environment. Support termination evaluations and provide input into final employment decisions in collaboration with HR leadership. Training & Development Coordinate, track, and maintain employee training programs, including new hire orientation, compliance training, safety training, and job‑specific development. Maintain accurate training records, certifications, and documentation. Support the design, rollout, and continuous improvement of training programs aligned with organizational goals and KPIs. Partner with managers to identify training needs and support employee development initiatives. HR Compliance, Audits & Risk Management Ensure compliance with federal, state, and local employment laws, including EEO, FLSA, ADA, OFLA, FMLA basics, and PLO basics, and document retention requirements. Conduct periodic HR compliance audits related to personnel files, I-9s, training records, policies, and record-keeping practices. Support ADA accommodations by participating in the interactive process, documenting accommodations, and providing guidance to leaders. Maintain working knowledge of Workers’ Compensation processes, documentation, and coordination with insurers and safety teams. Assist with state and federal reporting requirements as needed. Recruiting & Workforce Planning Manage full-cycle recruiting for hourly, salaried, and complex roles, including job postings, sourcing, interviewing, offer‑letter review, and onboarding. Utilize recruiting tools, sourcing platforms, and headhunting techniques as appropriate. Partner with leaders on workforce planning, talent strategy, and succession planning. Support salary benchmarking and compensation analysis in collaboration with company leadership. Policy Development & HR Projects Work with external HR partners to draft, revise, implement, and communicate HR policies and procedures in alignment with legal requirements and organizational values. Lead and participate in HR projects and continuous improvement initiatives tied to company KPIs and strategic objectives. Support internal communications related to HR programs, policy updates, and organizational changes. Administrative & Operational HR Support Maintain accurate employee records, data entry, and document management within HR systems. Schedule interviews, meetings, training sessions, and manage HR calendars. Coordinate benefits enrollment, open‑enrollment support, and employee benefit inquiries. Maintain awareness of payroll processes and partner with payroll teams as needed. Perform scanning, filing, and management of HR forms and documentation. Leadership Support & Coaching Provide management coaching related to employee relations, performance management, policy interpretation, and corrective action. Serve as a liaison between the organization and external partners, including legal counsel, as directed. Participate in audits, hearings, or legal proceedings as directed. Knowledge, Skills & Abilities Strong working knowledge of HR generalist functions, including employee relations, investigations, recruiting, training, and compliance. Demonstrated ability to handle sensitive and confidential matters with professionalism and discretion. Effective conflict resolution, mediation, and coaching skills. Working knowledge of employment laws and regulations (I-9, FLSA, EEO, ADA, FMLA basics, state-specific requirements). Moderate knowledge of workplace safety principles. Strong organizational, documentation, and audit-readiness skills. Ability to manage multiple priorities, projects, and deadlines. Proficiency in HR systems, data entry, recordkeeping, and Microsoft Office tools. Clear written and verbal communication skills. Education & Experience Required High school diploma or equivalent. Minimum of 3–5 years of progressive HR experience, including employee relations and recruiting. Bachelor’s degree in human resources, Business Administration, or a related field. Preferred SHRM‑CP or PHR certification. Experience supporting HR compliance audits and investigations. General awareness regarding California and remote worker laws and regulations. Physical & Work Environment Primarily a desk-based role with prolonged periods of computer use. Periodic presence in operational or production environments as needed. May require occasional lifting of up to 10–15 pounds. Must be willing to be on-site in Forest Grove, OR 5 days a week. #J-18808-Ljbffr Normine Lombard