Human Resources Generalist

POSITION SUMMARY

The Human Resources Generalist provides comprehensive, day-to-day Human Resources support to WAI's Southaven distribution center in partnership with the Human Resources Manager and other HR and business partners. The position supports the full employee lifecycle, including recruiting, onboarding, employee relations, performance management, leave and accommodation processes, employee engagement, HR compliance, employee communications, training coordination, and workforce administration.

DESCRIPTION

POSITION SUMMARY

The Human Resources Generalist provides comprehensive, day-to-day Human Resources support to WAI's Southaven distribution center in partnership with the Human Resources Manager and other HR and business partners. The position supports the full employee lifecycle, including recruiting, onboarding, employee relations, performance management, leave and accommodation processes, employee engagement, HR compliance, employee communications, training coordination, and workforce administration. The HR Generalist serves as a trusted resource to employees and leaders, applies HR policies and practices consistently, maintains accurate and confidential records, identifies potential risks or process gaps, and escalates complex, sensitive, or higher-risk matters to the Human Resources Manager. The role works closely with the other HR Generalist and is expected to maintain cross-functional knowledge and provide backup coverage across core facility HR processes. In addition to the shared HR Generalist responsibilities, this position has a primary focus on HR compliance and employee relations. The focus assignment establishes primary coordination responsibility but does not limit the employee’s responsibility to support or maintain proficiency across other HR processes. Essential Duties And Responsibilities Shared HR Generalist Responsibilities Provide day-to-day HR support to employees and managers regarding policies, procedures, employee relations, attendance, benefits, performance, leave, workplace expectations, and other employment matters. Partner with managers on employee relations matters, including gathering information, documenting concerns, conducting routine investigations, supporting conflict resolution, recommending appropriate follow-up, and monitoring completion of actions. Support managers with performance management, coaching, attendance management, corrective action, employee development, and consistent application of company policies and practices. Support recruiting, selection, staffing, onboarding, orientation, transfers, promotions, job changes, and employee separation activities. Support employee engagement, recognition, communication, retention, training, and other employee experience initiatives. Administer and support employee leave, accommodation, workers' compensation, return-to-work, and related employee processes in accordance with established procedures and applicable requirements. Maintain accurate and timely employee information in HR systems and ensure personnel, medical, leave, and other HR records are maintained appropriately and confidentially. Support benefits and payroll-related processes by responding to routine employee questions, coordinating employee changes, and partnering with Payroll and Benefits as needed. Ensure required employment documentation, records, postings, notices, training, and HR processes are completed accurately and timely. Conduct routine reviews of HRIS, personnel, timekeeping, attendance, training, access, temporary-labor, and other workforce information to identify discrepancies or required follow-up. Support HR audits, investigations, information requests, compliance reviews, and corrective actions under the direction of the Human Resources Manager. Develop and deliver employee communications, manager guidance, training materials, checklists, job aids, and other HR resources. Monitor workforce and HR trends, identify recurring issues, and recommend practical actions to improve employee experience, compliance, service, and operational effectiveness. Partner with Operations, Safety, Payroll and Benefits, Security, IT, Finance, staffing agencies, and other internal and external partners to resolve employee and workforce-related matters. Maintain current knowledge of shared HR processes, systems, trackers, deadlines, and open items to ensure continuity during absences, workload peaks, or changing business priorities. Coordinate daily priorities, employee needs, open cases, staffing requirements, deadlines, and handoffs with the Human Resources Manager and the other HR Generalist. Provide backup coverage across core facility HR processes and maintain sufficient cross-training to support business continuity. Identify opportunities to improve HR workflows, documentation, systems, controls, service levels, and employee experience through process improvement, automation, technology, and responsible use of AI-enabled tools. Protect confidential employee, medical, investigative, and business information and exercise sound judgment regarding matters requiring escalation. Perform other job-related duties consistent with the role’s general scope and level. Primary Focus: Compliance & Employee Relations Serve as the primary coordinator for facility HR compliance activities, including compliance calendars, required reviews, documentation, postings, training, record retention, audits, and corrective-action follow-up. Provide deeper support for employee relations matters, including investigations, documentation, policy interpretation, corrective-action processes, trend identification, and appropriate escalation of sensitive or higher-risk issues. Coordinate leave, workplace accommodation, workers' compensation, work restrictions, transitional-duty, return-to-work, and related case-management processes in partnership with the Human Resources Manager and applicable internal or external partners. Coordinate workforce-related Foreign-Trade Zone requirements, including applicable access, status changes, credential deactivation, training, documentation, reconciliations, and record-retention activities. Requirements QUALIFICATIONS (Education, Experience, & Skills required) Education: Bachelor's degree in Human Resources, Business Administration, or a related field required. Experience Minimum five years of progressive Human Resources experience, including broad HR Generalist responsibilities. Demonstrated hands‑on experience in employee relations, HR compliance, performance management, leave and accommodation administration, and workforce recordkeeping. Experience independently supporting employees and managers in a fast‑paced operating environment. Experience in a distribution, warehouse, manufacturing, logistics, automotive aftermarket, or other high‑volume operational environment. Foreign-Trade Zone experience or experience supporting another regulated operating environment preferred. Technical and Functional Capabilities Broad working knowledge of Human Resources practices across recruiting, onboarding, employee relations, performance management, leave and accommodation administration, benefits support, HR compliance, employee engagement, and employment recordkeeping. Working knowledge of applicable federal, state, and local employment requirements and the ability to recognize matters requiring escalation or specialized review. Ability to manage multiple employee matters, recruiting activities, projects, deadlines, and competing business priorities. Ability to analyze workforce and HR data, identify trends and business implications, and recommend practical actions. Experience with HRIS, applicant tracking, reporting, and related HR systems; Paylocity experience preferred. Proficiency in Microsoft 365 applications, including Excel, Word, Outlook, PowerPoint, and Teams. Ability to prepare clear and professional employee communications, manager resources, reports, presentations, training materials, and documentation. Experience improving HR processes, workflows, service levels, data quality, controls, or employee experience. Demonstrated ability to use AI-enabled tools and other technology solutions responsibly to conduct role-relevant analysis, prepare communications and business documents, automate workflows, and improve accuracy, productivity, and efficiency while maintaining appropriate confidentiality and human oversight. Core Competencies and Leadership Attributes Employee and Business Partnership: Understands employee and operational needs and provides practical HR support aligned with business objectives and company practices. Ownership and Accountability: Takes responsibility for commitments, raises risks early, follows through, and delivers reliable results. Enterprise Collaboration: Works effectively across functions, shifts, locations, and organizational levels to achieve shared WAI objectives. Quality and Operational Discipline: Produces accurate, reliable work and follows through on the processes and controls needed to protect employees, compliance, and business performance. Continuous Improvement: Challenges inefficient ways of working and implements practical improvements to processes, service, quality, cost, or speed. Communication and Judgment: Communicates clearly and professionally, maintains confidentiality, and recognizes when issues require additional review or escalation. Language Requirements Professional working proficiency in English required. Professional working proficiency in Spanish preferred based on the employee population supported. Licensing or Certifications PHR, SHRM-CP, or equivalent Human Resources certification preferred.

SCOPE AND ACCOUNTABILITY

People Leadership: No direct reports. Financial Responsibility: No direct financial responsibility. May coordinate approved HR-related expenditures in accordance with established company processes. Decision-Making Authority: Independently handles routine HR matters and administers established HR processes within company policies, procedures, and applicable requirements. Escalates significant employee relations matters, policy exceptions, employment decisions, material compliance concerns, and other complex, sensitive, or higher-risk matters to the Human Resources Manager. Key Working Relationships: Human Resources Manager; HR Generalist peer; employees; Southaven Operations leadership and supervisors; Payroll and Benefits; Safety; Security; IT; Finance; Corporate HR; staffing agencies; claims administrators; vendors; and other business partners. Travel Requirements: Occasional domestic travel to other WAI locations, meetings, audits, or training events, generally up to 10%. Work Environment And Physical Requirements This position is primarily performed in a professional office environment located within an active warehouse and distribution facility. The role regularly uses computers, phones, video-conferencing tools, and other standard office equipment and routinely interacts with employees and leaders throughout the facility. The role may regularly move through office and warehouse areas and may be exposed to moving mechanical equipment, forklift traffic, varying temperatures, dust, and elevated noise levels. Required personal protective equipment and applicable site safety and security procedures must be followed. To perform the essential functions of this position, an employee may be required to: Remain in a stationary position for extended periods while working at a computer. Regularly move within office and warehouse areas to meet with employees, managers, and other stakeholders. Occasionally lift or move items weighing up to approximately 20 pounds. Regularly operate a computer, keyboard, mouse, phone, and other office equipment. Regularly review and interpret information presented in electronic and printed formats. Regularly communicate and exchange accurate information with employees, managers, vendors, auditors, and other stakeholders in person or through electronic communication. The employee must be able to perform the essential functions of the position, with or without reasonable accommodation. Other Duties This description summarizes the primary responsibilities of the position. The employee may be asked to perform other job-related duties consistent with the role’s general scope and level.

EQUAL EMPLOYMENT OPPORTUNITY

WAI is an equal opportunity employer. Employment decisions are made without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other status protected by applicable federal, state, or local law. WAI provides reasonable accommodations to qualified applicants and employees with disabilities. Job Description Disclaimer WAI reserves the right to modify, interpret, or apply this job description in any way the company desires. This job description in no way implies that these are the only duties, including essential duties, to be performed by the employee occupying this position. This job description is not an employment contract, implied or otherwise. The employment relationship remains at-will. #J-18808-Ljbffr WAI Global