Senior Human Resources Generalist

Senior Human Resources Generalist (Project Management) Reports To: Director of Human Resources Location: El Reno, OK FLSA Classification: Exempt Position Summary The Senior Human Resources Generalist serves as the senior HR professional for an assigned manufacturing facility and is responsible for leading all day-to-day Human Resources activities while partnering with operations to build a high-performing, engaged, and safe workforce. This position acts as a trusted advisor to plant leadership and employees, providing leadership in employee relations, recruiting, performance management, workforce planning, compliance, organizational development, and employee engagement. In addition, this role serves as Safety Co-Owner of the facility alongside plant operations leadership, and the safety specialist. The successful candidate actively drives the company's safety culture, participates in safety leadership, supports regulatory compliance, partners on incident investigations, and helps create an environment where every employee returns home safely every day. Essential Responsibilities Human Resources Leadership Serve as the primary HR business partner for plant leadership. Coach supervisors and managers on leadership effectiveness, accountability, performance management, and employee relations. Lead recruiting efforts for hourly positions and support salaried hiring. Manage onboarding and orientation to ensure successful employee integration. Conduct workplace investigations and recommend appropriate corrective actions. Administer attendance, disciplinary, and performance management processes. Coordinate employee recognition and engagement initiatives. Ensure compliance with company policies and employment laws. Support leave administration, ADA accommodations, and return-to-work processes. Maintain HRIS (UKG Ready) employee records and reporting. Analyze workforce metrics including: Turnover Absenteeism Overtime Vacancy rates Time-to-fill Employee engagement Partner with Corporate HR on compensation, benefits, succession planning, and organizational development initiatives. Safety Co-Ownership Responsibilities Partner with the Plant Manager to create a world-class safety culture through visible leadership and employee engagement. Serve as an active member of the plant Safety Leadership Team. Share accountability for achieving annual safety objectives. Participate in daily safety observations and Gemba walks. Lead or assist with incident investigations and root cause analysis. Ensure corrective actions are completed and sustained. Monitor OSHA compliance and regulatory requirements in.Track and analyze: TRIR DART Near misses First aid incidents Safety observations Support Safety Specialist in coordinating required safety training.Support workers' compensation administration and return-to-work efforts. Participate in safety audits. Promote employee involvement through safety committees and improvement initiatives. Champion a proactive "See Something, Say Something" culture. Leadership Expectations Build trust throughout the organization. Maintain confidentiality and professionalism. Hold leaders accountable while supporting their success. Challenge the status quo and drive continuous improvement. Make data-driven decisions. Communicate with clarity and integrity. Foster a culture of accountability, respect, and inclusion. Lead by example. Be highly visible and engaged on the production floor. Performance Expectations People Reduced voluntary turnover Improved retention of high performers Reduced absenteeism Improved employee engagement Increased internal promotions Strong onboarding success Talent Reduced time-to-fill High-quality hiring outcomes Effective succession planning Supervisor development Safety Reduced TRIR and DART rates Increased near-miss reporting Completion of corrective actions Improved safety participation Positive audit results Leadership Positive coaching feedback from supervisors Timely employee relations resolution Compliance with HR policies High credibility with employees and leadership Decision-Making Authority Recommend disciplinary action, up to and including termination. Conduct investigations. Recommend hiring decisions. Approve HR process improvements. Recommend safety corrective actions. Escalate compliance concerns. Partner with leadership on organizational decisions. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, or related field preferred. Five or more years of progressive Human Resources experience in manufacturing. Strong employee relations experience. Knowledge of employment law, OSHA, FMLA, ADA, workers' compensation, and wage and hour regulations. Experience supporting front-line manufacturing leadership. Strong analytical and problem-solving skills. Excellent communication and conflict resolution skills. Experience with HRIS systems (UKG Ready preferred). Proficient in Microsoft Office. Preferred Qualifications SHRM-CP, SHRM-SCP, PHR, or SPHR certification. Manufacturing HR Business Partner experience. Experience leading safety initiatives. OSHA 30 certification (or willingness to obtain). Experience with Lean Manufacturing, Continuous Improvement, or TWI principles. Experience using workforce analytics and HR dashboards. Core Competencies Business Partnership Leadership Coaching Employee Relations Conflict Resolution Recruiting & Talent Acquisition Safety Leadership Employment Law & Compliance Workforce Planning Organizational Development Change Management Data Analysis Communication Integrity & Confidentiality Continuous Improvement Accountability Bilingual (English / Spanish) Preferred #J-18808-Ljbffr Exiss Sooner Trailer Manufacturing LLC in