HR Generalist

At Smithey Ironware, we're building the next great American cookware company - one rooted in craftsmanship, quality, and enduring design. As a privately owned and fast-growing brand, we take a long-term approach to growth and decision-making. We believe exceptional products come from thoughtful work, high standards, and people who care deeply about what they do. Our team is united by a commitment to excellence, continuous improvement, and creating cookware that will be trusted and enjoyed for generations to come. Job Summary The HR Generalist runs the day-to-day operations of Smithey’s People function, including HRIS and records, benefits and leave, compliance, hiring, and first-line employee relations. Working under the direction of HR Manager, this role keeps HR running reliably and compliantly and is the primary point of contact for employees on routine HR matters. It supports a workforce spread across production, warehouse, and office teams. Key Responsibilities HRIS & Records Maintain the HRIS (Rippling), including employee records, time, and leave. Keep employee data and documentation accurate and up to date, including the time and attendance data Finance uses to run payroll. Benefits & Leave Administer benefits enrollment, changes, and employee questions; coordinate with brokers and carriers. Manage leave (including FMLA and South Carolina–required leaves) and qualifying life events. Post job requisitions, screen applicants, coordinate interviews, and communicate with candidates. Administer Predictive Index assessments and help hiring managers apply the results. Conduct background checks, reference checks, and employment eligibility verification (I-9). Prepare offer letters and onboarding paperwork. Onboarding & Offboarding Run new-hire orientation and onboarding. Coordinate IT and equipment setup for new employees with the company’s external IT provider, including accounts, devices, and system access. Handle offboarding logistics and documentation. Compliance & Records Maintain I-9s, employment records, required postings, and policy acknowledgments. Support employee classification accuracy (exempt/non-exempt, FLSA) and temporary and 1099 worker documentation. Maintain compliance with federal, state, and local employment laws; flag issues and recommend policy updates. Employee Relations (first line) Serve as the first point of contact for routine employee questions and issues. Support disciplinary meetings, investigations, and terminations professionally and confidentially; elevate sensitive matters to HR Manager. Compensation & Culture Support Maintain pay records and benchmarking data, and support compensation reviews with analysis. Support recognition programs, internal communications, and employee events. What Success Looks Like Benefits, records, and compliance run reliably, with no gaps and audit-ready records. Hiring moves quickly, and managers and candidates have a smooth experience. Employees get timely, accurate answers, and sensitive issues are escalated. Required Skills & Abilities Builds trust quickly and communicates clearly across a range of employee groups - production, warehouse, and office. Reliable follow-through and attention to accuracy across recurring processes, documentation, and compliance work. A strong sense of urgency, with the ability to move quickly without sacrificing accuracy. High discretion and the ability to handle confidential information with integrity. Initiative - anticipates needs and acts before being asked. Resourceful, creative problem-solving; brings new ideas rather than only executing. Working knowledge of employment laws and HR compliance. Proficiency with Microsoft 365 and comfort learning new systems; experience with an HRIS (Rippling a plus). Comfortable in a hands-on, fast-paced small-company environment across production, warehouse, and office teams. Education & Experience 2–4 years of HR generalist experience, with the competence to own the day-to-day while partnering closely with the HR Manager. Bachelor’s degree in Human Resources, Business Administration, or a related field preferred. SHRM-CP certification a plus or willing to obtain certification. Familiarity with Predictive Index or a similar behavioral assessment a plus. HR experience in a manufacturing or production environment a plus. Experience with Mosyle or a similar device management (MDM) system a plus. Bilingual (English/Spanish) a plus. Physical Requirements Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at times. Must be able to access and move through all areas of the facility, including the office, production floor, and warehouse. Selection Process and Assessments As part of our selection process, candidates are asked to complete the Predictive Index Behavioral Assessment. This brief, untimed assessment helps Smithey better understand a candidate’s natural work style and how they may collaborate within our team. Assessment results are one of several factors considered alongside experience, qualifications, and interview performance, and are not used as a sole pass/fail screen. Please follow this link to complete the assessment. Offers of employment may be contingent on successful completion of a pre-employment background check and, where applicable, a drug screen, consistent with Smithey policy and applicable law. Smithey Ironware Company is an Equal Opportunity Employer. We do not discriminateon the basis ofrace, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40 or older), disability, genetic information, veteran status, or any other characteristic protected by federal, state, or local law. All employment decisions - including recruitment, hiring, training, promotion, compensation, discipline, and termination - are madeon the basis ofqualifications, merit, and businessneed. Reasonable Accommodation Smithey Ironware is committed to providing reasonable accommodations to qualified individuals with disabilities and to applicants and employees who havesincerely heldreligious beliefs, observances, or practices. Applicants who requirean accommodationtoparticipatein the application or interview process may contact Human Resources at View email address on click.appcast.io. Work Authorization Applicants must be legally authorized to work in the United States. Smithey Ironwareparticipatesin E-Verify, the federal program that electronically confirms employment eligibility, as required by South Carolina law. Health insurance (medical, dental, and vision and other voluntary benefits) 401(K) matching Paid PTO Paid Holidays Wellness and development perks A hands-on, collaborative environment at a growing American manufacturer #J-18808-Ljbffr