Sr. HR Generalist

Overview We’re Watts. Together, we’re reimagining the future of water. We feel proud every day about what we do. We’re all part of the same crucial mission, no matter what function we support -- it's to provide safe, clean water for the world, and to protect our planet's most valuable resource. Scope of Position Reporting to the Sr. Human Resources Manager, the Sr. HR Generalist is a customer‑centered role supporting all levels of associates at our Groveport, OH; Sparks, NV; and Franklin, NH facilities. Responsibilities include all HR activities such as HRIS Workday, associate communications, employment law, new hire orientation/on‑boarding, associate relations, compliance efforts, safety program compliance, policy interpretation/communications, talent review and appraisal process. Primary Jobs Duties and Responsibilities HR Policies and Compliance: Ensure compliance with manufacturing‑related employment laws and regulations. Develop, update, and communicate HR policies and procedures, taking into account the specific requirements of the manufacturing sector. Provide support in compliance areas of human resources including but not limited to employee relations, job evaluation, compensation management, benefits administration, training, AA/EEO, leave management and ADA. Talent Acquisition: Collaborate with distribution center managers to understand staffing needs and develop effective recruitment strategies tailored to the industry for direct labor (full‑time and contingent). Conduct interviews, assess candidate qualifications, and participate in the selection process with a focus on skills relevant to manufacturing roles. Manage the onboarding process for new hires, ensuring a seamless integration into the manufacturing environment. Employee Relations: Maintain a high level of visibility, accessibility, and interaction with manufacturing team members. Coach and counsel employees, front line leaders and managers on employee relation matters, performance management and conflict resolution. Utilize an empathetic approach to understanding employee concerns, answer questions and help employees through organizational change. Conduct investigations into employee complaints, providing recommendations for resolution. Partner with the legal team as appropriate for all ethics‑related issues. Performance Management: Support the performance management process, providing guidance to supervisors and employees on performance expectations and development opportunities. Assist in the implementation of performance improvement plans tailored to the manufacturing environment. Continuous Improvement Leadership: Lead and support continuous improvement initiatives within the manufacturing environment, collaborating with cross‑functional teams to enhance processes and efficiency. Apply Lean and Six Sigma principles to drive operational excellence in HR processes and employee relations. Partner with the manufacturing team to identify key people metrics to continually monitor and improve the employee experience. HR Data Management: Maintain accurate and up‑to‑date employee records and HRIS data, with a focus on manufacturing roles and qualifications. Generate HR reports and analytics to support problem solving and discussion on the overall health of the organization. Required Qualifications Bachelor’s Degree or equivalent experience. 5+ years of progressive HR experience working in a warehouse, distribution center or manufacturing environment. Experience in using an HRIS system (such as Workday or similar). Understanding of the unique challenges and requirements of HR in a distribution center with a focus on compliance, employee engagement, and leave management. Experience leading or actively participating in continuous improvement initiatives. Strong problem‑solving skills and the ability to analyze situations to identify potential issues and propose solutions to mitigate risks. Proven experience handling sensitive employee information including investigations. Experience with federal and local employment laws. Demonstrated ability to train production leads, supervisors, and management on best practices and accountability. Preferred Qualifications Outstanding verbal, written and presentation communication skills. Effectively balance employee advocacy with business needs in compliance with company policies and applicable employment laws. Relationship management and demonstrated ability to establish trust and credibility with designated employee group(s). Maintains highest level of integrity, ethics and confidentiality. Flexibility and adaptability to changing priorities and projects. Strong collaboration skills and ability to project manage within a larger Americas HR organization. Enables and embodies intellectual curiosity with a strong desire to grow professionally, expanding HR professional toolkit. Data‑driven, analytical mindset with a focus on solutions. Travel Travel required: 20% Physical Requirements Ability to remain seated at a desk or workstation for extended periods. Ability to perform repetitive tasks like typing on a keyboard or using a mouse for extended periods. Ability to physically move around the office, organize or transport files, packages, or other office‑related materials. Ability to read documents, use a computer, and perform data entry tasks. Ability to communicate clearly with management and coworkers, particularly in meetings or phone calls. Ability to operate standard office equipment such as computers, printers, phones, and copiers. Ability to occasionally lift and carry light objects, such as office supplies, documents, or small equipment. Benefits Competitive compensation based on your skills, qualifications and experience. Comprehensive medical and dental coverage, retirement benefits. Family building benefits, including paid maternity/paternity leave. 10 paid holidays and Paid Time Off. Continued professional development opportunities and educational reimbursement. Additional perks such as fitness reimbursements and employee discount programs. Equal Employment Opportunity Statement Watts is committed to equal employment opportunity. We follow a policy of administering all employment decisions and personnel actions without regard to race, color, religion, creed, sex, pregnancy, national origin, sexual orientation, age, physical or mental disability, genetic disposition or carrier status, marital status, military or veteran status, minorities, or any other category protected under applicable federal, state, or local law. Consistent with the obligations of state and federal law, Watts will make reasonable accommodations for qualified individuals with disabilities. Any employee who needs a reasonable accommodation should contact Human Resources. #J-18808-Ljbffr