HR Generalist

Job Description

Job Description

The HR Generalist supports day-to-day Human Resources operations and partners with leaders and employees to deliver a positive, compliant, and high-performing workplace. This role administers and improves HR programs across employee relations, benefits and leave, performance management, onboarding, training, and HR compliance for a manufacturing environment. The HR Generalist also maintains accurate HRIS data, prepares reports and analytics, supports recruitment and helps drive continuous improvement in HR processes and employee experience.

Essential Functions and Key Responsibilities:

HR Operations, Compliance, and Employee Lifecycle:

• Maintain and interpret HR policies and procedures; recommend updates aligned with business needs and employment law.
• Ensure compliance with applicable federal, state, and local requirements (e.g., FLSA, FMLA, ADA, EEO, OSHA as applicable); support audits and record retention.
• Administer HR processes throughout the employee lifecycle (hire to retire), ensuring timely, accurate documentation and data integrity.
• Maintain confidential employee records and HRIS transactions (status changes, compensation updates, job changes, separations) with attention to detail and data privacy.

Employee Relations and Performance Management:

• Serve as a trusted resource to employees and supervisors; coach on policy interpretation, workplace concerns, and effective people practices.
• Support performance management cycles (goal setting, check-ins, reviews) and provide guidance on documentation and corrective action.
• Coordinate and/or conduct investigations into employee concerns; document findings and support appropriate, consistent resolution.
• Support employee engagement initiatives and internal communications that reinforce culture, safety, and organizational priorities.

Recruiting, Onboarding, and Offboarding:

• Support recruiting activities including job postings, screening coordination, interview logistics, and candidate communications; ensure a consistent and inclusive hiring process.
• Coordinate onboarding, orientation, and required training; ensure completion of I-9, E-Verify (if used), and other new-hire requirements.
• Support offboarding and exit processes, including exit interviews and separation documentation.

Benefits, Leave, and Total Rewards Support:

• Assist with benefits administration (enrollment changes, eligibility, vendor coordination, employee questions) and annual open enrollment activities.
• Administer leaves of absence and accommodations in partnership with leadership and vendors as applicable; track leave and return-to-work documentation.
• Support compensation activities such as market data collection, job descriptions, pay actions, and salary planning processes as assigned.

Training, Development, and Organizational Effectiveness:

• Identify training needs with leaders and coordinate training plans (HR, compliance, leadership, and operational training).
• Develop and deliver HR training and communications for new programs or process changes; evaluate effectiveness and improve content.
• Support succession planning and talent development initiatives as assigned.

HR Analytics, Systems, and Continuous Improvement:

• Prepare HR metrics and dashboards (e.g., headcount, turnover, attendance/leave trends, training completion, recruiting activity) to support decision-making.
• Partner with payroll and finance as needed to support accurate timekeeping and employee data alignment.
• Lead or support cross-functional projects; document processes and implement improvements to increase efficiency and employee service.

Safety and Workers' Compensation (Manufacturing Support):

• Partner with safety and operations to support safety training tracking, incident reporting processes, and return-to-work coordination.
• Assist with workers' compensation administration, including documentation and communications with internal partners and external vendors as applicable.

Qualifications:

Education and Experience:

• Bachelor's degree in Human Resources, Business Administration, or a related field; or equivalent combination of education and experience.
• Typically 3-5+ years of progressive HR experience; manufacturing or industrial environment experience strongly preferred.
• Working knowledge of core HR disciplines: employee relations, recruiting/onboarding, benefits and leave administration, performance management, and compliance.

Knowledge, Skills, and Abilities:

• Knowledge of employment laws and HR best practices; ability to apply them with sound judgment and consistency.
• Strong interpersonal and coaching skills; able to build trust with employees at all levels and handle sensitive situations with professionalism and discretion.
• Excellent written and verbal communication skills, including the ability to create clear employee communications and training materials.
• Proficiency with HRIS and Microsoft Office (Excel, Word, PowerPoint); comfort working with data, reports, and confidential records.
• Strong organization, follow-through, and time management skills; able to manage multiple priorities and meet deadlines in a fast-paced environment.
• Ability to work independently and collaboratively, and to influence without authority.

Preferred:

• Professional certification (SHRM-CP/SHRM-SCP or PHR/SPHR).
• Experience with HRIS/ATS platforms and basic HR analytics.
• Experience supporting multi-shift manufacturing operations.