Corporate HR Generalist

Position Summary

The Corporate HR Generalist serves as a trusted HR business partner to the corporate General & Administrative (G&A) functions and provides hands-on support to the Training Manager and the CHRO on training and development (T&D) initiatives. This position reports directly (solid line) to the Chief Human Resources Officer (CHRO) and maintains dotted-line accountability to the corporate function managers it supports - collaborating closely with leaders across Finance, IT, Executive Office, and other G&A departments to deliver HR services aligned to their priorities. This role combines hands-on generalist support - employee relations, talent acquisition, onboarding, performance management, compensation administration, and compliance - with execution support on enterprise learning initiatives and a broad portfolio of HR programs that touch every part of the organization.

This is a high-visibility role designed for an HR professional who can balance day-to-day execution for corporate client groups with cross-functional program design, vendor coordination, and measurable outcomes. The position requires sound judgment, strong communication in English and Spanish (preferred), and the ability to operate effectively in a manufacturing-driven, mission-oriented environment that includes specialized populations and federal contracting considerations (e.g., AbilityOne).

Core Responsibilities

1. Training & Development Support

Provides execution and coordination support to the Training Manager and the CHRO on enterprise T&D initiatives. Does not own the T&D function but is a key contributor to its day-to-day delivery.

• Program coordination: Support the Training Manager and CHRO in deploying corporate training programs, including new-hire orientation, compliance training, supervisory and leadership development, and technical skills training.
• Scheduling & logistics: Coordinate training sessions - calendaring, participant communications, room/virtual setup, materials preparation, and attendance tracking.
• LMS administration: Assist with Learning Management System (LMS) tasks including assignments, enrollments, completion tracking, reminders, and standard reporting.
• Compliance training cycle: Support the annual compliance training cycle (harassment prevention, ethics, safety, data privacy, AbilityOne / federal contractor requirements); monitor completion and follow up on overdue assignments.
• Content & materials: Help develop, format, and maintain training materials, job aids, and participant handouts under the direction of the Training Manager and CHRO.
• Vendor coordination: Coordinate logistics with external training vendors and consultants as directed; process related paperwork and invoices.
• Measurement support: Collect and compile training metrics (participation, completion, evaluations) and prepare summary reports for the Training Manager and CHRO.

2. HR Business Partner Support for G&A Functions

• Client groups: Serve as the primary HR point of contact for corporate G&A departments (Finance/Accounting, IT, Executive Office, Marketing/Communications, and other corporate staff groups).
• Talent acquisition: Partner with hiring managers on workforce planning, job description creation, requisition approval, sourcing strategy, interviewing, candidate selection, offer negotiation, and onboarding for G&A roles.
• Employee relations: Provide coaching to managers and employees on performance concerns, conflict resolution, policy interpretation, and workplace investigations; document and resolve issues in partnership with the CHRO.
• Performance management: Drive the annual goal-setting (SMART), mid-year, and year-end performance review cycles for G&A; coach managers on writing effective goals, delivering feedback, and managing underperformance.
• Compensation administration: Support the annual merit, bonus, and promotion cycles for G&A; conduct market analyses, recommend pay actions, and ensure internal equity and compliance with the organization's compensation philosophy.
• Onboarding & offboarding: Coordinate end-to-end onboarding for new G&A hires; conduct stay interviews and exit interviews; identify trends and recommend retention actions.
• Organizational design: Support reorganizations, role redesigns, and span-of-control reviews for corporate functions; partner with leaders on change management and communications.

3. HR Records Management (Program Owner)

Owns the HR records management program end-to-end, ensuring personnel information is accurate, secure, compliant, and audit-ready across the employee lifecycle.

• Retention program: Establish, document, and maintain HR records retention schedules aligned to federal and Texas requirements, AbilityOne / federal contractor obligations, and organizational policy; communicate retention rules to HR staff and stakeholders.
• Personnel files: Administer electronic and physical personnel files - including I-9, medical, benefits, EEO/affirmative action, training, performance, and disciplinary records - in properly segregated, access-controlled files per regulatory requirements.
• HRIS data integrity: Serve as a data steward for Paycom (or successor HRIS); ensure employee records are accurate, complete, and timely; reconcile discrepancies and lead periodic data clean-up initiatives.
• Access, security & confidentiality: Manage access controls and confidentiality safeguards for HR records; ensure handling practices meet HIPAA (where applicable), ADA confidentiality, and privacy standards.
• Legal holds & agency requests: Coordinate legal holds, subpoena responses, EEOC/agency requests, and unemployment claim documentation under the direction of the CHRO.
• Audit readiness: Conduct periodic personnel file audits; prepare records for internal, government, AbilityOne, and external audits; remediate gaps and document corrective actions.
• Records lifecycle: Oversee defensible destruction of records at end-of-retention; maintain destruction logs and chain-of-custody documentation.
• Process & tools: Continuously improve records workflows - digitization, naming conventions, version control, and self-service access - to reduce manual handling and improve compliance.

4. Enterprise HR Programs & Initiatives

• Policy & handbook: Contribute to the development, interpretation, and rollout of HR policies and the employee handbook; respond to policy questions from employees and managers; recommend updates based on legal changes and best practices.
• Engagement & culture: Help administer engagement surveys, analyze results, and partner with leaders on action planning; support recognition programs, service awards, and culture-building events for assigned functional work groups.
• Wellness & benefits support: Partner with the Benefits team to communicate programs, support open enrollment, and answer escalated employee questions; champion wellness initiatives across corporate.
• Ethics & investigations: Serve as a back-up administrator for the ethics hotline (Navex or equivalent); intake, triage, and document concerns; participate in investigations under direction of HR leadership.
• Special projects: Lead or contribute to enterprise HR projects such as HRIS optimization, policy modernization, M&A integration, employer branding, and workforce-planning exercises as assigned.

5. Cross-Functional Collaboration & Dotted-Line Accountability

• Dotted-line partnership: Operates with dotted-line accountability to the corporate function managers (Finance, IT, Executive Office, and other G&A leaders). Aligns HR priorities, deliverables, and service levels with each leader's business plan while maintaining solid-line direction, performance expectations, and final HR decision authority through the CHRO.
• Partner closely with Operations HR, Payroll, Benefits, Safety, and Talent Acquisition peers to ensure consistent employee experience across the enterprise for assigned functional work groups.
• Coordinate with Finance on headcount, compensation accruals, and training budgets.
• Engage with the CHRO on employee relations and compliance matters as directed.
• Represent HR on cross-functional task forces and committees as assigned.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field - or equivalent combination of education and experience.
• Minimum 3 years of progressive HR generalist experience, with demonstrable ownership of at least one major program area (employee relations, talent acquisition, or compensation).
• Working knowledge of federal and Texas employment law (FLSA, FMLA, ADA, Title VII, EEO, OSHA) and a track record of operating in compliance-sensitive environments.
• Experience supporting or coordinating training and development programs, including LMS administration and training logistics.
• Proficiency with HRIS platforms and the Microsoft Office suite (advanced Excel, PowerPoint, Word, Teams).
• Strong written and verbal communication skills; ability to present to executive audiences and to front-line employees with equal effectiveness.
• Sound judgment, discretion, and the ability to handle highly confidential information.

Preferred

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Bilingual English / Spanish (verbal and written).
• Experience using AI (Anthropic, Perplexity) in the augmentation of supporting work groups.
• Experience in manufacturing.
• Hands-on experience administering an LMS (assignments, tracking, reporting).

Working Conditions & Physical Requirements

• Primarily office-based at the corporate location in El Paso, TX; periodic walk-throughs of manufacturing and operations areas required.
• Standard business hours with occasional extended hours during peak HR cycles (open enrollment, performance reviews, annual training pushes).
• Minimal travel (<10%); occasional travel to satellite locations or conferences.
• Must be able to sit and use a computer for extended periods; occasional lifting up to 25 lbs (training materials, supplies).
• Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of this role.

Equal Employment Opportunity

ReadyOne is an Equal Opportunity Employer and a proud AbilityOne participant. We are committed to a workforce that reflects the communities we serve and to providing meaningful employment opportunities for individuals with significant disabilities, including the deaf and hard-of-hearing community. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected characteristic under federal, state, or local law.

Acknowledgment

This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities required of the employee. Duties, responsibilities, and activities may change at any time, with or without notice, based on business needs.