Human Resources Generalist

HR Generalist

You know that feeling when you walk into a company and you can just tell the culture is real, not just a poster on the wall? That's the kind of workplace we're trying to build — and we need an HR Generalist who gets that culture isn't a program, it's a hundred small decisions made well, every day.

This isn't a role where you sit behind a desk processing paperwork all day (though yes, there's paperwork). This is a role where you're sitting with employees who need someone to actually listen and using data to figure out what's really going on beneath the surface of turnover numbers and engagement scores.

This is a division of a larger company so some of the functions are handled at corporate and you are delivering those to the employees at this location.

Here's the truth about this job: you'll wear a lot of hats. Some days you're coaching a manager through a hard conversation. Other days you're knee-deep in HRIS data trying to figure out why a team's retention dropped. And some days you're just showing up to make sure people feel seen. If that variety excites you more than it exhausts you, keep reading.

What you'll actually be doing

Being a real partner to leaders

You're not just executing HR policy — you're helping leaders understand what's actually happening on their teams. That means listening, pulling data from HRIS and engagement surveys, and having honest conversations about what's working and what isn't. When change is hard, you're the steady hand helping people through it.

Owning the employee experience, start to finish

Recruiting coordination, onboarding, development, retention, offboarding — you're involved in all of it. You'll help managers find and keep good people, support career growth conversations, and keep an eye on turnover trends before they become turnover problems .

Making culture more than a buzzword

You'll help plan and run the initiatives that actually make people want to stay — engagement events, recognition programs, community outreach. You're also the person people trust enough to come talk to when something's wrong, so being approachable isn't optional here — it's the job.

Helping the org move through change without breaking

Organizational shifts are hard on people. You'll help leaders balance business needs with what their teams actually need to feel supported, and you'll look for ways to make HR processes more consistent and less clunky along the way.

Building people's skills, not just their paperwork

You'll help design and deliver learning programs, work with leaders to make sure training is actually relevant, and figure out if it's working — not just check a box that says it happened.

Keeping the engine running

HRIS systems, dashboards, benefits administration, compliance — the operational side of HR still needs to work well for everything else to matter. You'll help keep it running smoothly and look for ways to make it better.

What you need to bring

• 3 - 7 years of HR experience where you've done more than one thing — bonus points if that experience is in manufacturing or another fast-paced environment
• A degree in HR, Business, or something related — or equivalent experience that taught you the same lessons
• Comfort with HRIS platforms and enough data fluency to turn numbers into insight
• The kind of communication skills that let you talk to a frontline employee and a VP in the same day, and adjust how you show up for each
• Good judgment and the discretion to know when something needs to stay quiet and when it needs to be escalated
• A working knowledge of employment law — not because you love reading legal text, but because you know it protects people
• Willingness to travel to the corporate office about once a quarter to connect with the HR team in person

One more thing

If you're looking for a role where you check boxes and go home, this probably isn't it. But if you want a job where your work actually shapes how people experience their time here — where you get to be both strategic and hands-on — let's talk.