Human Resources Generalist II

Description WORK LOCATION: San Luis Obispo, CA FLSA STATUS: Exempt SALARY RANGE: The anticipated salary range for this role is $78,000 - $90,000. This range reflects a good faith estimate based on the targeted level for the role and typical compensation benchmarks across U.S. locations. Actual compensation may vary depending on the selected candidate’s qualifications, experience, geographical location, and internal alignment.

SUMMARY

The Human Resources Generalist II supports a broad range of human resources functions, including employee relations, onboarding, leave administration support, training, compliance, employee engagement, and HR operations. The role serves as a point of contact for employees regarding HR programs and benefit offerings, providing guidance, answering questions, and directing employees to appropriate resources and vendors when needed. The HR Generalist II partners with managers and employees to support a positive workplace culture and ensure consistent application of HR policies and procedures.

RESPONSIBILITIES

The following job functions are a basic requirement but are not limited to and may be assigned other duties. Coordinate onboarding and orientation programs for new employees, ensuring a smooth transition into the organization. Maintain employee records and files in the HR database, ensuring accuracy and confidentiality. Support employee relations initiatives by addressing employee inquiries and concerns in a timely manner. Serve as a resource to employees regarding benefit plans, enrollment processes, and qualifying life events. Support annual open enrollment activities and employee communications related to benefit programs Assist with training and development programs, including tracking training attendance and managing training materials. Ensure compliance with federal, state, and local employment laws and regulations. Help manage leave of absence requests and track attendance records in accordance with company policies. Support performance management processes, including quarterly reviews and employee development initiatives. Prepare and maintain HR reports and metrics to support decision-making and identify areas for improvement. Assist in communicating HR programs, policy updates, organizational changes, and employee initiatives. Collaborate with cross-functional teams to promote a positive workplace culture and employee engagement initiatives. Utilize HRIS and other software tools to streamline HR processes and improve efficiency. Provide administrative support to the HR team and assist with special projects as needed. Assume all other responsibilities as assigned by the HR Manager or senior leadership.

REQUIRED QUALIFICATIONS

The following are a non-exhaustive list of qualifications for the position: Bachelor’s degree in Human Resources, Business Administration, or a related field; or equivalent experience. 2-4 years of experience in human resources or a related field. Familiarity with Human Resources Information Systems (HRIS) and payroll software. Experience working with confidential employee information. Experience interpreting and applying employment laws. Basic knowledge of employment laws and regulations. Strong written and verbal communication skills, with the ability to interact effectively with employees at all levels. Proficient in Microsoft Office Suite (Excel, Word, PowerPoint, Outlook) and other relevant software. Strong organizational and time management skills, with the ability to manage multiple priorities. Detail-oriented with a commitment to maintaining confidentiality and professionalism. Ability to work both independently and as part of a team in a fast-paced environment.

PREFERRED QUALIFICATIONS

Experience in manufacturing, aerospace, defense, or government contracting environments. Leaves of Absence/Disability/EDD incoming documents FMLA/CFRA/PFL Knowledge

REDWIRE DEFENSE TECH BENEFITS

Matching 401(k) Paid PTO Paid holidays Medical, vision, and dental insurance Group Short-Term & Long-Term Disability HSA and FSA Options Critical Care Plan Accident Care Plan Employee Stock Purchase Plan

CLEARANCE REQUIREMENTS

This position may require access to information that is subject to compliance with the International Traffic Arms Regulations ("ITAR") and/or the Export Administration Regulations ("EAR"). To comply with the requirements of the ITAR and/or the EAR, applicants will be asked to provide specific documentation to verify a US person’s status under the ITAR and the EAR.

WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS

The work environment may involve a standard office setting while also incorporating elements of a production area. Employees will use standard office equipment, including computers, and must demonstrate stamina to sit or stand while maintaining attention to detail despite potential interruptions. The role may require occasional activities such as walking, climbing, stooping, crouching, and bending. Vision is necessary for reading printed materials and a computer screen, while hearing and speech are essential for effective communication both in person and over the telephone. Additionally, the position may necessitate travel by air or automobile. Employees may be required to use personal protective equipment, including safety glasses, safety shoes, and shop coats, to ensure safety in the production environment. Employees may be able to lift up to 30 pounds as needed. REDWIRE DEFENSE TECH IS AN EQUAL OPPORTUNITY EMPLOYER All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, or genetic information. Redwire Defense Tech is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation, contact Human Resources. Continued employment remains on an “At-Will” basis. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us. #J-18808-Ljbffr Edge Autonomy