Human Resources Generalist

OverviewShearer’s Foods, founded in 1974 and headquartered in Massillon, OH, is a leading manufacturer of salty snacks, cookies, and crackers. Specializing in private label and co-manufacturing, Shearer’s is the largest supplier of private brand salty snacks and second-largest supplier of private brand cookies and crackers. With a strong focus on innovation, service, quality, and sustainability, Shearer’s has been awarded the food industry’s highest award for environmental sustainability, as well as multiple Supplier of the Year awards. Operating 16 locations across North America and employing more than 5000 team members, Shearer’s is driven by its core values of People, Grow, Impact and Win. The company mission is to deliver exceptional products and services that make snacking a time to celebrate for our customers, colleagues, and community. At Shearer’s Foods, we believe in a skills-first approach to recruitment and employment. This means focusing on what you can do and how you can grow, rather than traditional metrics alone. We are committed to adhering to anti-exclusion practices, removing barriers to access, and enhancing opportunities for all individuals based on merit and potential. Your skills, experience, and perspective are valuable—and we want to empower you to make your mark here with us.  ResponsibilitiesHuman Resource Generalist Up to 70% travel based out of Ohio or TexasThe Human Resources Generalist provides comprehensive HR support to corporate functions and geographically dispersed remote team members. This role serves as a visible, polished, and trusted point of contact for employees and leaders, delivering responsive guidance across the employee lifecycle while ensuring consistent application of company policies, HR programs, and employment practices.The HR Generalist builds strong relationships in both virtual and corporate office environments, partners with managers to address people needs, and coordinates effectively across Human Resources, Payroll, Benefits, Talent Acquisition, and other internal teams. Success requires professional presence, sound judgment, discretion, strong follow-through, and the ability to communicate clearly with employees at all levels. Key responsibilities include:HR Partnership & Employee SupportServe as the primary HR point of contact for assigned corporate functions and remote team members.Provide timely, professional guidance on HR policies, programs, benefits, procedures, and employee resources.Build trusted relationships with leaders and employees through regular communication, accessibility, and consistent follow-through.Partner with HR leadership and Centers of Excellence to deliver a consistent employee experience across locations and work arrangements.Handle sensitive employee matters with discretion, professionalism, and appropriate escalation.Employee Relations & Manager SupportProvide guidance to managers on performance expectations, coaching, corrective action, conflict resolution, and employee communication.Conduct or support workplace investigations, prepare clear documentation, and escalate complex matters to HR leadership or Employee Relations as appropriate.Promote fair and consistent application of policies and practices across corporate and remote teams.Identify employee relations trends and recommend practical, risk-aware solutions.Support a respectful, inclusive, and accountable work environment.Employee Lifecycle AdministrationCoordinate employee lifecycle activities, including onboarding, promotions, transfers, leaves, accommodations, and separations.Ensure HR transactions and employee records are accurate, complete, and processed on time.Partner with Payroll and Benefits to resolve employee questions and support accurate data and documentation.Maintain personnel records and HR documentation in accordance with company requirements and applicable retention standards.Provide employees and managers with clear direction when navigating HR systems and processes.Talent Acquisition & OnboardingPartner with Talent Acquisition and hiring managers to support recruiting for corporate and remote positions.Coordinate pre-employment activities, new hire communications, orientation, and onboarding plans.Facilitate a professional and engaging onboarding experience for employees joining virtually or at a corporate location.Partner with managers to confirm role clarity, early connection, required training, and onboarding follow-through.Support internal mobility and employee transition activities.Performance, Talent & EngagementSupport performance management, goal setting, talent review, and employee development processes.Coach managers on delivering clear, timely, and constructive feedback.Coordinate employee engagement, recognition, retention, and culture-building activities for corporate and remote populations.Help leaders translate engagement feedback into practical action plans.Support training, development, and enterprise HR initiatives as assigned.HR Operations, Compliance & AnalyticsMonitor workforce information such as turnover, vacancies, onboarding progress, employee relations activity, and engagement trends.Prepare reports, identify themes, and provide actionable insights to HR and business leaders.Support compliance with company policies and applicable federal, state, and local employment requirements, including considerations for employees working in multiple jurisdictions.Participate in HR process improvements, audits, communications, and cross-functional projects.Maintain confidentiality and protect employee information in all forms of communication and recordkeeping.Remote Workforce SupportCreate consistent and accessible HR support practices for employees and leaders working across different locations and time zones.Use virtual communication tools effectively to conduct meetings, onboarding, coaching, investigations, and employee support conversations.Help remote employees stay connected to company programs, communications, culture, and resources.Partner with leaders to address remote-work concerns, role expectations, communication gaps, and team connection.Coordinate with appropriate partners on location-specific employment requirements and remote-work documentation.Leadership ExpectationsPresent a polished, credible, and service-oriented HR presence in written, virtual, and in-person interactions.Demonstrate sound judgment, discretion, empathy, and consistency when handling sensitive matters.Balance employee advocacy with business needs and organizational risk.Communicate clearly, confidently, and appropriately with employees and leaders at all levels.Manage multiple priorities independently while maintaining accuracy and timely follow-through.Collaborate effectively across a matrixed HR organization and with cross-functional partners.Approach issues proactively and recommend practical solutions.QualificationsBachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.Minimum of 2 years of progressive Human Resources experience required.Experience supporting corporate, professional, multi-location, or remote employee populations preferred.Experience providing employee relations guidance and supporting workplace investigations.Experience with employee lifecycle administration, onboarding, performance management, and HR systems.Working knowledge of employment laws, HR compliance practices, and confidential recordkeeping.Experience supporting employees across multiple states or jurisdictions is a plus.Ability to travel up to 70% between offices We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.