Human Resources Generalist

Job Description

Job Description:\n\n \n About Advanced Molding Technologies\n Advanced Molding Technologies (AMT) is an injection molding-based contract manufacturer owned and managed by engineers, specializing in fluid path, critical shutoff, and disciplined manufacturing applications for the medical device industry. Founded in 1999 by a toolmaker-turned-mechanical-engineer, AMT was built on the idea of doing things differently after seeing customers underserved and overcharged elsewhere in the industry. The company's vision is "to be the most reputable custom molder/manufacturer by growing our people and our business," and its culture is built around core values including being collaborative and fun to work with, passionate about learning through listening and vulnerability, and dedicated to growing as individuals by embracing challenges. AMT holds ISO 13485 certification and has been FDA-registered since 2014. Advanced Molding Technologies serves the medical device industry, running a 24/7, five-shift operation with a growing, close-knit team of about 160 employees. What We're Looking For\n We're looking for a Human Resources Generalist who wants to be a visible, trusted presence on our production floor — someone who thrives on solving problems creatively, digs deep into the tools they're given, and genuinely enjoys making work better for everyone around them. This role reports to the HR Manager within a two-person HR team. Partners significantly with the HR Manager on cross-functional projects and consulting needs, while independently owning day-to-day HR administration, employee relations, and the company's safety program oversight.Work Environment & Schedule\n \n \n Onsite, Monday–Friday, standard core hours 8:00 AM–4:30 PM, with one scheduled remote day per week following initial onboarding and training\n \n Shared office space with the HR Manager; dedicated desk/workstation, company laptop, and secure VPN access provided\n \n Core hours may flex earlier or later to accommodate business needs, and occasional evening or weekend presence is expected to maintain visibility across all shifts\n \n As a project-based, salaried role, the schedule naturally flexes around business needs and deadlines — some days start earlier or run later depending on what the work calls for\n \n The remote day is designed to support focus and flexibility, with the same level of availability, visibility, and responsiveness our team relies on any other day\n \n Reliability and follow-through matter here — this is a role for someone who naturally stays ahead of things and can be counted on consistently\n What You'll Do\n \n \n Employee & Labor Relations\n \n \n Serve as the primary point of contact for employees and supervisors on HR policies, benefits, and day-to-day workplace matters, maintaining a visible, engaged presence across all shifts\n \n Conduct formal workplace investigations from intake through resolution, applying sound judgment on when to resolve issues locally versus escalate to leadership, legal counsel, or our PEO's HR Business Partner\n \n Identify patterns across incidents and complaints to proactively address root causes rather than reacting case-by-case\n \n Lead difficult conversations — discipline, performance concerns, terminations — with honesty and composure, and coach supervisors on documenting these conversations defensibly\n \n Balance advocacy for employees with the practical needs of the business; this role isn't purely pro-employee or pro-management, it's about sound judgment in the middle\n \n \n Compliance & Employment Law\n \n \n Apply working knowledge of federal and state employment law (FLSA, FMLA, ADA, EEO, workers' compensation, state leave and wage laws) to day-to-day situations\n \n Determine when to strictly enforce a policy versus contextually accommodate a situation, using independent judgment rather than a one-size-fits-all approach\n \n Interpret compliance guidance provided by our PEO partner and apply it correctly on-site\n \n Know when to say "I don't know, but I'll find out" rather than guess on a legal question\n \n \n Leadership Development & Frontline Support\n \n \n Coach supervisors and frontline leads on people-management fundamentals — attendance, performance conversations, escalation triggers — building toward a team of supervisors who can handle more on their own over time\n \n Maintain regular floor presence and face-to-face engagement with production employees across shifts, not just administrative check-ins\n \n Flex into occasional off-shift hours (evenings or weekends) as operationally needed, not as a fixed recurring schedule but as part of staying genuinely connected to all shifts\n \n \n Payroll & HRIS Administration\n \n \n Own day-to-day administration of the ADP TotalSource platform: HRIS data hygiene, record accuracy, benefits administration, onboarding transactions, and compliance/HR reporting\n \n Coordinate directly with ADP's dedicated HR Business Partner and support team on plan questions, compliance updates, and platform functionality\n \n Provide backup payroll coverage when the controller is unavailable, and support general payroll processes\n \n \n Recruitment, Onboarding & Staffing\n \n \n Manage full-cycle recruitment: workforce planning, identifying talent gaps, sourcing, writing and posting jobs, screening resumes, interviewing, and coordinating offers\n \n Use pre-employment assessment tools to inform hiring decisions\n \n Act as the primary point of contact for staffing agency partners, coordinating temporary and contract labor needs as production demands shift\n \n Facilitate onboarding and new-hire orientation, including required quality system training\n \n \n Communication & Multicultural Workforce Support\n \n \n Support our multicultural production workforce, including coordinating interpreter or bilingual support for live conversations (onboarding, feedback, sensitive discussions) and prioritizing professional translation of written materials (handbook, safety policies, benefits guides) based on legal and safety risk\n \n Build genuine trust and rapport across a diverse employee population through an outgoing, approachable communication style\n \n \n HR Operations & Internal Tools\n \n \n Manage and monitor the shared HR email inbox, triaging and resolving inquiries or routing them to the right person\n \n Oversee the company's safety program, including coordinating safety training, tracking incidents, and handling regulatory reporting\n \n Manage employee engagement and recognition programs, and performance management processes\n \n Help plan and coordinate company events\n \n Develop and maintain electronic HR forms, automated workflows, and internal communications using Office 365 tools (Word, Forms, Bookings, Outlook, Excel, Lists, Power BI, Power Automate, SharePoint) and AI-assisted workflow tools\n \n Build training content for our Learning Management System, including SCORM-authored courses, and design internal communications, signage, and recognition materials using tools like Canva\n \n \n Strategic Partnership & Continuous Improvement\n \n \n Partner directly with the Sr. HR Manager on strategic projects, process consulting, and initiative rollout that crosses into other departments — this role has real room to build programs from scratch rather than maintain what already exists\n \n Proactively identify opportunities to improve HR processes and the broader employee work environment, for both production staff and leadership\n \n Fully explore the functionality of the systems and tools available rather than using them at a surface level — if there's more a tool can do, this role is expected to find it\n \n Support quality system compliance through documentation and record-keeping, and help maintain training effectiveness, awareness, and competency records relevant to ISO 13485\n \n Report on HR department KPIs and take on other duties as the role and business evolve\n \n Who Thrives in This Role\n \n \n You're naturally curious and dig deep into any system or tool you're given — you're the type who explores every setting and function rather than settling for the basics, because you assume there's more capability to unlock\n \n You think in big-picture patterns and systems, and you're comfortable connecting dots across departments rather than staying in a narrow lane\n \n You trust your instincts when the "right answer" isn't obvious — when a people issue or a new project doesn't come with a clear playbook, you can read the situation, draw on experience, and make a confident call\n \n You're conceptually analytical, and you solve problems in creative, non-linear ways rather than defaulting to "how it's always been handled"\n \n You're a builder at heart — you'd rather create a new process from scratch than maintain one that isn't working\n \n You question "the way it's always been done" when it doesn't hold up, and you're not afraid to propose something different, even if it's non-traditional\n \n You're action-oriented and decisive — a doer and a driver who seeks out change rather than waiting for direction\n \n You have a competitive spirit and genuine ambition to hit the goals you set, and you're willing to take a calculated risk to get there rather than always playing it safe\n \n You're comfortable operating independently and making decisions on your own, while also knowing when to loop in leadership, legal, or our PEO partner for input \n \n You genuinely want floor time — engaging with production employees, learning different roles, and being a visible, trusted presence isn't a task for you, it's part of what makes the job good, and you want to be here, not just work here\n \n You follow through on what you say you'll do, hold yourself accountable, and you're comfortable holding others accountable too\n \n You're collaborative, candid, and genuinely fun to work with — someone who can have a direct conversation and still leave people feeling respected\n \n You're passionate about learning by listening, staying open to being wrong, and sharing what you know with others rather than holding it close\n \n You're driven to grow as an individual by embracing challenges, and you take real satisfaction in helping the people around you grow too\n \n You're self-motivated and goal-driven, with strong personal accountability and the organizational skills to manage a fast-paced, high-variety workload without losing follow-through\n \n You proactively research and stay current on employment law changes and HR best practices rather than waiting to be told something changed\n \n You anticipate the follow-up questions before they're asked, and you're confident enough to admit when you don't know something and ask\n \n When you hit a roadblock, you say so and ask for help — you don't sit on it or push through quietly and hope it works out\n What We're Looking For\n \n \n Bachelor's degree in Human Resources, Psychology, Communications, Public Relations, Business, or another relevant field\n \n 2–5 years of progressive experience across core HR functional areas\n \n PHR, SPHR, SHRM-CP, or SHRM-SCP certification\n \n Direct, hands-on working experience with the ADP TotalSource PEO platform (HRIS, benefits administration, onboarding, compliance reporting)\n \n Working knowledge of federal and state employment law (FLSA, FMLA, ADA, EEO, workers' compensation, state leave/wage laws), with the ability to interpret and apply PEO-provided compliance guidance on-site\n \n Demonstrated experience conducting formal workplace investigations and documenting outcomes defensibly\n \n Experience with ERP systems and general HRIS data hygiene, record accuracy, and reporting\n \n Intermediate proficiency across Office 365 applications, including Word, Forms, Bookings, Outlook, Excel, Lists, Power BI, Power Automate, and SharePoint\n \n Experience using AI tools to build automated workflows and manage electronic forms\n \n Experience with creative tools such as Canva to produce flyers, communications, signage, and social content\n \n Experience with a learning management platform and SCORM authoring tools for building training courses\n \n Demonstrated ability across workforce planning, sourcing and job posting, screening and interviewing, scheduling, and onboarding\n \n Familiarity with pre-employment assessment tools\n \n Experience with benefits administration, payroll support, grievance handling, employee engagement and recognition, performance management, and health and safety program coordination\n \n Excellent time-management skills, with the ability to proactively coordinate schedule flexes around business and operational needs rather than a fixed routine\n Nice to Have\n \n \n HR experience in a manufacturing environment, including familiarity accommodating multiple shifts\n \n Experience with IQMS (ERP) and previous payroll experience within ADP\n \n Bilingual ability, particularly Hmong, given our production team's language needs\n \n Familiarity with iSpring or similar SCORM authoring tools, and advanced Canva use\n \n Understanding of compensation structure and salary benchmarking\n \n Experience with leadership development and career pathing\n \n Basic understanding of ISO 9001 and 13485 as applied to records, documentation, and demonstrating training effectiveness, awareness, and competency\n \n Experience creating and developing job descriptions\n Who Should Not Apply\n This role is not a fit for someone looking to clock in, handle routine administrative tasks behind a screen, and clock out, or who strongly prefers not being onsite. We need someone highly engaged who treats this as a role to build and grow, not a seat to fill.Why Join Us\n We're an amazing team that only keeps getting better, and we want someone who wants to be here — not just for a job, but to grow alongside a company that values initiative, candor, and doing things the smarter way rather than the traditional way. This role offers real ownership: the chance to build HR programs from the ground up and work across departments on projects that rarely repeat themselves.Compensation & Benefits\n \n \n Salary Range: $62,000 to $76,000 base salary, determined by experience, certifications, and platform proficiency. Candidate entering with and active PHR/SPHR/SHSHRM-CP/SCP certification, direct hands-on experience with with ADP Ttalsource or a comparable PEO/HRIS platform, and a demonstrated track record across the core responsibilities above will be considered toward the higher end of