HR Generalist

HR Generalist

Hot Job

IDAHO FALLS, ID 83401

Overview

Position Type Full Time Travel Percentage Up to 25%

Description

The HR Generalist delivers accurate, responsive, and consistent HR support to employees and managers across assigned locations. The role coordinates core employee-lifecycle processes, supports employee relations, maintains HR records and systems, and helps implement recruiting, onboarding, benefits, leave, performance, training, and compliance programs. The HR Generalist resolves routine matters independently and escalates higher-risk or precedent-setting issues to the HR Business Partner or CHRO.

Another important part of this role will be acting in the capacity of a recruiter. Good recruiting helps support position management, performance management, strengthens culture and achieving company objectives. The HR Generalist will partner with the CHRO and business leaders to create, implement, and execute recruiting strategies and best practices.

Human Resources is a Shared Service within Speedy CPS. HR supports a variety of business locations and types of business and plays a major role in business success. HR is expected to understand how the business works, willing to help support, improve and be part of multi-department teams to help the business reach its goals. HR has the opportunity to play a valuable strategic business role in a fast growing organization. Growth and development is a major focus in the organization and HR has the opportunity to be part of business processes and teams

Organization Core Values

Humanity – People, Respect, Teamwork, Community, Kindness

Excellence – Quality Work, Integrity, Responsibility, Accountability, Exceptional

Curiosity – Learning, Listen, Knowledge, Creativity, Problem-Solving, Challenge Assumptions

Scrappy – Self-starter, Committed, Enthusiastic, Initiative, Hard-Working

Qualifications

Key Outcomes

• Employees and managers receive timely, accurate HR service and clear guidance.
• Employee records, HRIS data, onboarding, status changes, and required documentation are complete and reliable.
• Routine employee-relations and policy matters are resolved consistently, with higher-risk issues escalated promptly.
• Locations meet onboarding, training, posting, recordkeeping, and other HR compliance requirements.
• HR programs and new-location activities are executed on schedule with visible follow-through.

Essential Responsibilities — Employee Support and HR Operations

• Serve as an accessible first point of contact for employee and manager questions regarding policies, pay processes, benefits, leave, attendance, performance, and HR procedures.
• Process hires, transfers, promotions, pay changes, manager changes, leaves, and separations accurately and within established deadlines, by using the HRIS and HR process flow.
• Maintain complete electronic personnel records, policy acknowledgments, certifications, and confidential documentation.
• Coordinate employment verifications, employee-data corrections, organizational charts, recurring reports, and HR communications.
• Support benefits enrollment, qualifying-life-event changes, leave intake, return-to-work coordination, and employee questions in partnership with specialists.
• Monitor shared HR requests, establish appropriate priorities, document resolutions, and identify recurring service issues.

Essential Responsibilities — Recruiting and Onboarding

• Coordinate job postings, candidate communication, interviews, background checks, offers, and pre-employment requirements.
• Support hiring events, referral initiatives, school or community partnerships, and new-location staffing activities.
• Complete or coordinate I-9s, new-hire documentation, HRIS/payroll setup, policy acknowledgments, and orientation scheduling.
• Deliver or support new-hire orientation and track required onboarding and job-specific training.
• Monitor 30-, 60-, and 90-day check-ins and report incomplete onboarding or early-turnover patterns.
• Partner with recruiters and managers to maintain accurate requisition, candidate, and hiring data.

Essential Responsibilities — Employee Relations and Performance

• Provide managers with guidance on routine attendance, conduct, policy, documentation, and performance matters within established protocols.
• Conduct preliminary fact gathering and assist the HRBP with investigations, witness interviews, documentation, and follow-up actions.
• Draft or review routine corrective-action and performance documentation for completeness and consistency.
• Identify matters involving harassment, discrimination, retaliation, accommodation, safety, wage-and-hour, termination, or significant legal risk and escalate them immediately.
• Track performance-review, corrective-action, training, and case-management activity.
• Support engagement activities, employee listening, recognition, stay interviews, and exit interviews.

Essential Responsibilities — Compliance, Data, and Programs

• Audit employee files, I-9s, job and pay data, required postings, training records, and other assigned compliance controls.
• Support timekeeping and payroll issue resolution while preserving appropriate Finance and payroll approval controls.
• Prepare routine dashboards covering headcount, vacancies, turnover, attendance, overtime, onboarding, training, and HR service activity.
• Help administer performance-management, compensation, benefits, learning, recognition, and employee-communication programs.
• Support workers' compensation reporting, incident documentation, return-to-work coordination, and safety communications in partnership with EHS.
• Participate in process improvement, system testing, policy implementation, and new-location readiness reviews.

Division-Specific Emphasis

• Print & Sign: production onboarding, shift and job changes, training and certification records, safety documentation, attendance support, and skilled-position recruiting coordination.
• Quick-Service Restaurants: high-volume onboarding, minor age and work-rule documentation, manager and food-safety certification tracking, hiring events, store-opening administration, timekeeping support, and rapid employee service.

Required Qualifications

• Bachelor's degree in human resources, business, or a related field, or an equivalent combination of education and relevant experience.
• At least two years of broad HR, people-operations, recruiting, payroll/benefits support, or employee-relations experience.
• Knowledge of common HR practices and the ability to learn and apply multi-state requirements and company procedures.
• Strong organization, documentation, customer-service, written-communication, and follow-through skills.
• Ability to handle confidential information, manage competing priorities, and recognize when escalation is required.
• Comfort using HRIS, applicant tracking, payroll/timekeeping, Microsoft Office, and reporting tools.
• Ability to travel periodically among assigned locations.

Preferred Qualifications

• Professional certification such as SHRM-CP or PHR, or progress toward certification is strongly encouraged.
• Experience supporting a multi-location, hourly workforce in manufacturing, retail, hospitality, or restaurants.
• Experience with high-volume hiring, leave coordination, HR audits, or new-location openings.
• Bilingual English/Spanish capability where it reflects workforce needs.

Core Competencies

• Employee service
• Accuracy and attention to detail
• Sound judgment and escalation
• Confidentiality and integrity
• Clear written and verbal communication
• Organization and prioritization
• Problem solving
• Collaboration
• Adaptability and follow-through

Performance Measures

• HR transaction accuracy and timeliness
• Onboarding and I-9 completion
• HR service response and resolution time
• File, data, posting, and training audit results
• Recruiting and onboarding coordination performance
• Manager and employee satisfaction
• Program and new-location milestone completion
• HRIS administration

Working Conditions

The role works in office, production, and/or restaurant environments and requires frequent interaction with employees and leaders across multiple shifts. Regular regional travel is expected. Occasional early-morning, evening, or urgent support may be required. The employee must be able to access assigned work locations and comply with applicable safety, sanitation, and personal protective equipment requirements. There are no full-time remote