HR Generalist

The HR Generalist serves as the primary on-site human resources partner for employees and leaders at MARA Holdings' Ohio mining operations facilities. Reporting to the HR Business Partner for Operations, this role owns the full spectrum of site-level HR activity — from employee relations and performance management to compliance, and operational HR support. The HR Generalist operates with a high degree of autonomy, exercises sound judgment, and acts as a trusted advisor to site managers and employees alike, ensuring consistent application of HR policies and a positive, compliant work environment. ESSENTIAL DUTIES AND RESPONSIBILITIES Employee Relations & Conflict Resolution: Serve as the first point of contact for employee concerns, grievances, and workplace conflicts. Lead thorough, impartial investigations and recommend appropriate corrective or disciplinary action in partnership with site leadership and legal counsel as needed. Onboarding & Offboarding: Own the full new hire onboarding experience for on-site employees, including orientation facilitation, systems access setup, and 30/60/90-day check‑ins. Manage separations including exit interviews, documentation, and HRIS updates. Timecard & Attendance Management: Partner with supervisors and managers to ensure timecard accuracy and timely approvals. Own attendance tracking, flag patterns, and coach managers on consistent policy application. Benefits Administration: Guide employees through benefits enrollment for new hires and open enrollment periods. Serve as the on‑site resource for benefits questions, leave of absence (FMLA/LOA), ADA accommodations, and workers’ compensation coordination. Performance Management: Support managers through the full performance management cycle — goal‑setting, mid‑year check‑ins, annual reviews, coaching conversations, PIPs, and disciplinary processes — in alignment with company standards. Compliance & Policy Administration: Interpret, communicate, and consistently apply company HR policies and applicable federal, state, and local employment laws. Maintain accurate, audit‑ready employee records in the HRIS. Training & Certification Tracking: Coordinate and track required site‑level trainings and equipment certifications (e.g., scissor lifts, telehandlers). Partner with Safety and operations to ensure compliance with regulatory and safety training requirements. Workforce & Site Logistics: Support site managers with administrative functions, including site events, liaise with community outreach, and operational problem‑solving. HR Reporting & Analytics: Generate and analyze site‑level HR metrics including headcount, attrition, attendance, and open requisitions. Present data‑driven insights to the HRBP for Operations to inform workforce decisions. Culture & Engagement: Champion MARA Holdings’ values and culture on‑site. Support employee engagement initiatives in partnership with the HR Business Partner and Director of Culture and Engagement. Travel: Traveling 25% of the time by car or air for Ohio site visits and occasional team meetings out of state. QUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform essential functions. EDUCATION and/or EXPERIENCE and SKILLS Minimum of 3 years of HR experience supporting non‑exempt employee populations in an onsite facility. Resourcefulness: explores possible solutions and provides recommendations. Demonstrated experience independently managing employee relations matters, including conducting workplace investigations. Working knowledge of employment law and Ohio‑specific labor regulations. Strong attention to detail, organizational skills, and a commitment to accuracy. Ability to maintain confidentiality and handle sensitive information with discretion. Ability to work collaboratively in a team‑oriented environment, building positive relationships across the organization. Preferred, but not required, certifications from the Society for Human Resource Management (SHRM) or the HR Certification Institute (HRCI). LANGUAGE SKILLS Ability to read, analyze, and interpret general business publications. #J-18808-Ljbffr