HR Generalist

Grammer We're looking for Visionaries, enablers and innovation drivers. Breaking new ground. Realizing innovative ideas. Helping to shape the future of mobility. At GRAMMER, you can make a big difference - for yourself as well. As a global partner to the automotive industry, we are successful worldwide with our two divisions Automotive and Commercial Vehicles. Every day, we develop and produce systems for passenger car interiors as well as driver and passenger seats for offroad commercial vehicles, trucks, buses and trains. We shape the way people are mobile today and in the future. Bring your unique talents to the diverse GRAMMER community. More than 14,000 employees in 20 countries want to change the world together with you. HR Generalist Location: Shannon What are your main tasks? The HR Generalist serves as a trusted partner to leaders and employees, supporting business objectives through effective human resources practices. This role is responsible for employee relations, performance management, talent acquisition support, compliance, employee engagement, workforce planning, and HR program execution. The successful candidate demonstrates sound judgment, strong communication skills, business acumen, and the ability to influence outcomes while maintaining confidentiality and professionalism. Key Responsibilities: Employee Relations & Coaching Serve as the primary HR advisor to managers and employees on workplace issues, policies, and employment practices. Conduct workplace investigations and recommend appropriate resolutions. Provide coaching and guidance on performance management, conflict resolution, and employee development. Support disciplinary actions and ensure consistency and fairness in decision-making. Foster a positive employee relations climate through proactive engagement and problem-solving. Talent Management Partner with leaders on workforce planning, succession planning, and organizational effectiveness. Support recruiting efforts, onboarding, and retention initiatives. Assist managers in identifying development opportunities for employees. Promote and support diversity, equity, inclusion, and belonging initiatives. Performance & Employee Development Guide leaders through performance management processes. Support goal-setting, performance reviews, and development planning. Assist in identifying training needs and coordinating learning opportunities. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws. Maintain accurate employee records and HR documentation. Interpret and communicate company policies and procedures. Partner with leadership to mitigate legal and employee relations risks. HR Analytics & Business Partnership Analyze workforce trends and HR metrics to identify opportunities and risks. Partner with department leaders to align HR strategies with business objectives. Support organizational change initiatives and communication efforts. Utilize data-driven decision-making to improve employee and business outcomes. Employee Engagement Lead or support employee engagement initiatives and action planning. Facilitate employee recognition and retention programs. Drive initiatives that strengthen culture, communication, and employee experience. What are your qualifications? Bachelor's degree in Human Resources, Business Administration, or related field. 2+ years of progressive HR experience. Experience supporting managers in a manufacturing environment. Knowledge of employment law, employee relations, performance management, and compliance. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. Preferred Competencies Strong employee relations and investigation skills. Ability to influence leaders and hold difficult conversations. High emotional intelligence and conflict management capabilities. Sound judgment and decision-making skills. Strong analytical and problem‑solving abilities. Excellent verbal and written communication skills. Ability to manage multiple priorities in a fast‑paced environment. Business acumen and understanding of operational needs. What Differentiates a High-Performing HR Generalist Anticipates issues before they become problems. Challenges leaders respectfully and provides candid counsel. Builds credibility through consistency and sound judgment. Balances employee advocacy with business needs. Uses data and trends to influence decisions. Demonstrates resilience and professionalism during difficult employee situations. And most importantly, what can you expect from us? The well‑being of our employees is our top priority. That's why we offer you: Medical, Dental, and Vision coverage Tuition reimbursement programs 401(k) match Robust EAP services Developmental opportunities Much more! #J-18808-Ljbffr Grammer AG