HR Generalist

Responsible for the administration of the human resources policies, procedures, and programs while handling day-to-day activities such as team member relations, team member development, coaching, records retention and updating, and other administrative tasks. Provides guidance on HR practices and goals that will provide a team member‑oriented, high‑performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a talented workforce. Key Responsibilities Serves as the first point of contact for supervisors and team members for routine employee relations matters, such as performance feedback, development, disciplinary actions, and HR programs/policies (i.e., benefits, leave of absence, etc.). Fosters relationships and provides coaching, guidance, and education as needed. Collaborates with team members and leaders to resolve problems. Escalates complex team member relations issues as appropriate. Assists in monitoring, tracking, and following up on team member matters, such as leave of absence, maintaining compliance of personnel files, updating job descriptions, and updating team member HRIS data (i.e., address, internal transfers, organizational changes, pay changes, etc.). Helps maintain affirmative action program, reports, and logs to comply with W/EEO/AAP & OSHA regulations. Assists with data maintenance and integrity of data. Runs reports to review data for ongoing issues, projects, or functions. Assists with implementation or upgrading of new HR system modules as needed (i.e., performance management, recruiting, on‑boarding, LMS). Supports the recruiting and hiring process which may include creating job postings, screening applications/resumes, interview scheduling, conducting interviews, pre‑employment background processes, job offers/declinations, etc. Coordinates and supports team member onboarding activities and conducts orientation sessions to ensure a positive new team member experience and rapid engagement. Organizes and maintains all onboarding, new team member orientation, and training records. Ensures all HRIS processing is accurate and compliant with all paperwork such as Form I‑9 is completed timely. Coordinates and supports exit interviews. Reviews data and identifies patterns and potential improvements. Oversees termination process ensuring proper notification of team member terminations internally and externally for compliance. Conducts focus groups, roundtable meetings, surveys, and other activities to gather data on team member relations matters and activities. Minimum Qualifications High school diploma, GED, or equivalent 1+ years of relevant experience or the knowledge, skills, and abilities to succeed in the role Essential Knowledge, Skills, And Abilities Good understanding of human resources practices, such as payroll processes, benefit & compensation administration, recruitment & onboarding processes, handling team member relations issues, organizational planning & development, FMLA/leave administration, performance management, team member development, corrective action, team member investigations, and regulatory reporting Working knowledge of employment law compliance and regulations, such as EEO/AA, ADA, FMLA, FLSA, etc. Ability to provide team member relations expertise for team member retention, company policies, teambuilding, conflict resolution, communication and feedback, etc. Ability to exercise good judgment in the application of rules, regulations, policies and procedures Skilled at tactfully dealing with others in difficult or sensitive situations Solid communication, interpersonal, listening, and investigatory skills Strong organization and time‑management skills with ability to effectively handle multiple priorities and meet deadlines Good collaboration and team‑work skills with the ability to foster strong, collaborative relationships Proficiency with technology such as Microsoft Suite applications, computers in a networked environment, etc. Ability to provide timely responses to address issues, questions, and concerns Strong problem‑solving skills with the ability to synthesize data collected and identify the root problems/causes Preferred Knowledge, Skills, And Abilities Bachelor’s degree in related field or equivalent (i.e., human resources, business administration, etc.) Experience as an HR Generalist ADP knowledge Physical Demands May be required to stand, sit, talk, hear, reach, stoop, kneel, and use hands and fingers to operate a computer, telephone, keyboard, and occasionally lift up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, color vision and the ability to adjust focus. Working Conditions Work will be performed in a variety of conditions including climate‑controlled office environment(s), manufacturing plant environment with varying conditions, and farm environment including working outdoors in seasonal conditions with live animals. Must wear personal protective equipment in manufacturing and farm environments and may work around sick or diseased animals where additional precautions may be needed. Noise level of the office and farm environment is usually moderate. Manufacturing environment noise level may exceed 85 DBA and require hearing protection. Showering in and out of farm locations may be required. Occasional travel may be required. Disclaimer We embrace equal opportunity employment. Butterball is committed to the fair and impartial treatment of all employees and applicants for employment without regard to gender, age, race, religion, color, national origin, physical or mental disability, military/veteran status, sexual orientation, gender identity and expression, genetic information, marital status, parental status, pregnancy, or any other status protected by law. This position is deemed Safety Sensitive for purposes of Butterball’s Drug/Alcohol Screening & Testing Policy. Details will be provided to individuals who receive a conditional job offer, or upon request. The statements herein are intended to describe the general nature and level of work being performed by employees and are not to be construed as an exhaustive list of what is required of personnel so classified. Furthermore, they do not imply or establish a contract for employment and are subject to change at the discretion of the employer. #J-18808-Ljbffr