Human Resources Generalist

Reports to : Vice President Human Resources Direct Reports : 0 Indirect Reports : 0 Version Date : 7/27/2026 Summary: The Human Resources Generalist owns and administers several critical HR functions, including but not limited to: recruiting, onboarding/orientation, performance management, employee relations, benefits administration, training and development, employee engagement, leave management, document/database management, employee health & safety, communications, payroll administration, and HRIS. Success in this role requires an individual who can connect with employees at all levels in the organization and pivots where needed for the day. This role requires an individual who can maintain employee and employer confidentiality. The HR Generalist also serves as back-up to the Administrative Lead. Essential Functions Talent, Training & Development Own the recruiting process for non-exempt positions, posting positions in compliance with Federal, State, and Local guidelines. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with hiring managers to understand skills and competencies required for openings. Utilizes market information, data, and systems to source, screen, and move the best candidates through the selection process. Develop relationships with local colleges, trade schools, and affiliates to assure a pipeline of talent. Attend local job fairs and career fairs as the ambassador of the company and brand. Fields employment-related inquiries from applicants, employees, and supervisors, escalating as appropriate. Conducts or acquires background checks and employee eligibility verifications. Owns the onboarding/orientation process, assuring the candidate experience exceeds expectations from background screening, to first day, to 30/60/90-day check-ins. Manages and implements new hire orientation programs. Manages employee job description database as part of document management and control. Performance Management Participates in the employee relations process, attending meetings and acts as co-investigator for employee related incidents. Owns execution of performance management cycle. Partners with VP HR in the development and delivery of performance training for supervisory personnel. Executes upon disciplinary processes. Administrative Performs routine tasks required to administer and execute human resource programs. Serves as back up to Administrative Lead. Maintains personnel files (hard copy and cloud-based), HR documents, and ensures all data is current. Maintain accuracy and integrity of current HRIS and HR Shared Drive. Assists with employee recognition activities such as service awards and holiday events. Employee Engagement & Communications Administers employee surveys, pulse surveys, compiling results for analysis and recommendations. Creates and provides regular employee communications for events, activities, programs, and initiatives. Monitors environmental landscape and makes sound recommendations for employee recognition and engagement programs. Maintains knowledge of trends, best practices, and new technologies in human resources, talent management, and employee engagement. Manages employee recognition and rewards programs. Compliance and Stewardship Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. Owns Federal and State mandated training, partnering with internal and external resources in the development, delivery, and document retention of training. Proactively reviews landscape for changes to laws and regulations, partners with VP HR and outside counsel for changes to the company operations and/or programs. Effectively receives and responds to employee requests and concerns, elevating concerns as appropriate for action. Manages Employee Voice program. Works within databases, online programs, and records to assure employees have access to all required Federal, State, and Local documents. Understands current company policies, practices, and procedures and advises employees appropriately. Makes recommendations for changes/adjustments to policies, practices and procedures that align with keeping the company an Employer of Choice. Owns benefits administration inclusive of systems, provider/carrier integrations, employee education, and database management. Serves as champion for the responsible, ethical management of the company’s workforce, protecting and maximizing employee well-being, equity, and long-term organizational value. Payroll Administration Partners with third-party payroll technology company to administer bi-weekly payroll, final checks, and any extra payroll runs. Coordinates with Accounting/Finance department regarding employee pay changes, benefits, G/L coding, lump-sum payments, etc. Reviews payroll register for accuracy, reasonability, anomalies, and special payroll information. Ensures that payroll share drive has accurate and up to date information for review and processing. Safety Maintains a strong focus on employee safety regulatory requirements. Reinforce safe work practices by providing employee and manager support for a safe work environment (worker’s compensation management, safety and training, uniform/PPE administration). Administer claim management for work-place injuries, partnering with Vice President of Human Resources regarding incident investigations, root cause analysis, and corrective action completion. Administer pre-employment testing and post-accident testing, reviewing results and escalating as appropriate. Non-Categorized Performs other duties as assigned. Supervisory Responsibilities: N/A Knowledge/Skills/Abilities: Critical problem-solving and analytical abilities. High level of accountability and follow-through. Clear and effective written and verbal communication. Working knowledge of basic Human Resources principles, practices, laws and regulations. Proficiency with Microsoft Office, including Teams, Excel, Word, Outlook, and PowerPoint. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to manage and meet multiple deadlines. Ability to prioritize tasks, seeking out guidance when needed. Champion of Radical Candor. Employee Advocate. Ability to act with integrity, professionalism, and confidentiality. Ability to effectively manage the company’s current HR technology suite. An active learning mindset. Education/Experience: Bachelor’s degree in Human Resources, Business Administration, or a related field preferred, appropriate experience will be considered in lieu of degree. 2 or more years of progressive Human Resources experience desired. Prior experience working in a Human Resources department in a 24/7 manufacturing organization strongly preferred. This role is in a 24/7 chemical production environment. This role is in-person every day with a robust office environment. Prolonged periods of sitting at desk and working on a computer. Must be able to lift up to 30 pounds. This job description is not designed to be comprehensive or exhaustive of all duties, responsibilities, or qualifications required for the role. Duties, responsibilities, and activities may change at any time with or without notice. Nothing in this job description is intended to create a permanent employment relationship, a contract of employment, or negate the company’s At-Will employment basis. Salary Range - $90,000 - $115,000 Annual bonus potential - 10% Description: Human Resources Generalist FLSA/CA-FLSA : Exempt Department : Human Resources Salary Grade : TBD Reports to : Vice President Human Resources Direct Reports : 0 Indirect Reports : 0 Version Date : 7/27/2026 Summary: The Human Resources Generalist owns and administers several critical HR functions, including but not limited to: recruiting, onboarding/orientation, performance management, employee relations, benefits administration, training and development, employee engagement, leave management, document/database management, employee health & safety, communications, payroll administration, and HRIS. Success in this role requires an individual who can connect with employees at all levels in the organization and pivots where needed for the day. This role requires an individual who can maintain employee and employer confidentiality. The HR Generalist also serves as back-up to the Administrative Lead. Essential Functions Talent, Training & Development Own the recruiting process for non-exempt positions, posting positions in compliance with Federal, State, and Local guidelines. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with hiring managers to understand skills and competencies required for openings. Utilizes market information, data, and systems to source, screen, and move the best candidates through the selection process. Develop relationships with local colleges, trade schools, and affiliates to assure a pipeline of talent. Attend local job fairs and career fairs as the ambassador of the company and brand. Fields employment-related inquiries from applicants, employees, and supervisors, escalating as appropriate. Conducts or acquires background checks and employee eligibility verifications. Owns the onboarding/orientation process, assuring the candidate experience exceeds expectations from background screening, to first day, to 30/60/90-day check-ins. Manages and implements new hire orientation programs. Manages employee job description database as part of document management and control. Performance Management Participates in the employee relations process, attending meetings and acts as co-investigator for employee related incidents. Owns execution of performance management cycle. Partners with VP HR in the development and delivery of performance training for supervisory personnel. Executes upon disciplinary processes. Administrative Performs routine tasks required to administer and execute human resource programs. Serves as back up to Administrative Lead. Maintains personnel files (hard copy and cloud-based), HR documents, and ensures all data is current. Maintain accuracy and integrity of current HRIS and HR Shared Drive. Assists with employee recognition activities such as service awards and holiday events. Employee Engagement & Communications Administers employee surveys, pulse surveys, compiling results for analysis and recommendations. Manages survey database Creates and provides regular employee communications for events, activities, programs, and initiatives. Monitors environmental landscape and makes sound recommendations for employee recognition and engagement programs. Maintains knowledge of trends, best practices, and new technologies in human resources, talent management, and employee engagement. Manages employee recognition and rewards programs. Compliance and Stewardship Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. Owns Federal and State mandated training, partnering with internal and external resources in the development, delivery, and document retention of training. Proactively reviews landscape for changes to laws and regulations, partners with VP HR and outside counsel for changes to the company operations and/or programs. Effectively receives and responds to employee requests and concerns, elevating concerns as appropriate for action. Manages Employee Voice program. Works within databases, online programs, and records to assure employees have access to all required Federal, State, and Local documents. Understands current company policies, practices, and procedures and advises employees appropriately. Makes recommendations for changes/adjustments to policies, practices and procedures that align with keeping the company an Employer of Choice. Owns benefits administration inclusive of systems, provider/carrier integrations, employee education, and database management. Serves as champion for the responsible, ethical management of the company’s workforce, protecting and maximizing employee well-being, equity, and long-term organizational value. Payroll Administration Partners with third-party payroll technology company to administer bi-weekly payroll, final checks, and any extra payroll runs. Coordinates with Accounting/Finance department regarding employee pay changes, benefits, G/L coding, lump-sum payments, etc. Reviews payroll register for accuracy, reasonability, anomalies, and special payroll information. Ensures that payroll share drive has accurate and up to date information for review and processing. Safety Maintains a strong focus on employee safety regulatory requirements. Reinforce safe work practices by providing employee and manager support for a safe work environment (worker’s compensation management, safety and training, uniform/PPE administration). Administer claim management for work-place injuries, partnering with Vice President of Human Resources regarding incident investigations, root cause analysis, and corrective action completion. Administer pre-employment testing and post-accident testing, reviewing results and escalating as appropriate. Non-Categorized Performs other duties as assigned. Supervisory Responsibilities: N/A Knowledge/Skills/Abilities: Critical problem-solving and analytical abilities. High level of accountability and follow-through. Clear and effective written and verbal communication. Working knowledge of basic Human Resources principles, practices, laws and regulations. Proficiency with Microsoft Office, including Teams, Excel, Word, Outlook, and PowerPoint. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to manage and meet multiple deadlines. Ability to prioritize tasks, seeking out guidance when needed. Champion of Radical Candor. Employee Advocate. Ability to act with integrity, professionalism, and confidentiality. Ability to effectively manage the company’s current HR technology suite. An active learning mindset. Education/Experience: Bachelor’s degree in Human Resources, Business Administration, or a related field preferred, appropriate experience will be considered in lieu of degree. HRCI or SHRM certification desired. 2 or more years of progressive Human Resources experience desired. Prior experience working in a Human Resources department in a 24/7 manufacturing organization strongly preferred. Work Environment: This role is in a 24/7 chemical production environment. This role is in-person every day with a robust office environment. Prolonged periods of sitting at desk and working on a computer. Must be able to lift up to 30 pounds. This job description is not designed to be comprehensive or exhaustive of all duties, responsibilities, or qualifications required for the role. Duties, responsibilities, and activities may change at any time with or without notice. Nothing in this job description is intended to create a permanent employment relationship, a contract of employment, or negate the company’s At-Will employment basis. Salary Range - $90,000 - $115,000 Annual bonus potential - 10% Requirements: Education/Experience: Bachelor’s degree in Human Resources, Business Administration, or a related field preferred, appropriate experience will be considered in lieu of degree. HRCI or SHRM certification desired. 2 or more years of progressive Human Resources experience desired. Prior experience working in a Human Resources department in a 24/7 manufacturing organization strongly preferred. Work Environment: This role is in a 24/7 chemical production environment. This role is in-person every day with a robust office environment. Prolonged periods of sitting at desk and working on a computer. Must be able to lift up to 30 pounds. This job description is not designed to be comprehensive or exhaustive of all duties, responsibilities, or qualifications required for the role. Duties, responsibilities, and activities may change at any time with or without notice. Nothing in this job description is intended to create a permanent employment relationship, a contract of employment, or negate the company’s At-Will employment basis. Salary Range - $90,000 - $115,000 Annual bonus potential - 10% #J-18808-Ljbffr