Human Resources Generalist

Human Resources Generalist

The Human Resources Generalist provides comprehensive HR support to Warrior's mining operations and employees across the organization. This position serves as a trusted HR resource for employees, supervisors, and managers and is responsible for supporting employee relations, recruiting, onboarding, performance management, HR administration, compliance, and workforce initiatives.

The HR Generalist will work closely with operational leadership to ensure HR practices support a safe, productive, and engaged workforce while maintaining compliance with applicable federal and state employment laws and company policies.

Essential Responsibilities

Employee Relations

• Serve as a primary HR contact for employees and supervisors regarding workplace concerns, policies, procedures, and employment-related questions.
• Investigate employee relations issues and complaints in a timely, fair, and confidential manner.
• Assist management with disciplinary actions, performance issues, attendance concerns, and corrective action.
• Maintain appropriate documentation related to employee relations matters.
• Promote consistent application of company policies and procedures across mining operations.
• Support a positive, respectful, and safety-focused workplace culture.

Recruiting and Staffing

• Partner with recruiting staff and operational leaders to identify staffing needs and fill open positions.
• Participate in interviews and candidate selection.
• Coordinate new-hire onboarding and orientation activities.
• Monitor staffing levels, vacancies, turnover, and workforce trends.
• Support recruiting initiatives for skilled mining, maintenance, engineering, safety, and administrative positions.

HR Administration

• Maintain accurate employee records and HR information in applicable HRIS systems.
• Oversee timekeeping and payroll responsibilities for assigned areas, either directly or through subordinate staff.
• Process personnel actions including promotions, transfers, job changes, terminations, and compensation changes.
• Assist with benefits administration and employee benefit questions.
• Maintain personnel files and ensure required documentation is complete and accurate.
• Prepare HR reports, workforce metrics, and management reports as needed.
• Assist with audits and compliance reviews.

Performance Management

• Support managers and supervisors with performance evaluations and goal-setting processes.
• Provide guidance regarding performance improvement plans and corrective action.
• Assist with identifying employee development and training opportunities.
• Promote accountability and consistent performance expectations.

Compliance

• Maintain knowledge of applicable federal and state employment laws and regulations.
• Support compliance with company policies, employment practices, and applicable mining industry requirements.
• Assist with required employment documentation, audits, and reporting.
• Maintain confidentiality of employee information and sensitive HR matters.
• Partner with HR leadership and legal counsel when appropriate on employment-related matters.

Mining Operations Support

• Develop strong working relationships with mine managers, superintendents, foremen, and other operational leaders.
• Regularly engage with operations to maintain visibility and provide HR support to employees and leadership.
• Understand the unique workforce, scheduling, safety, attendance, and labor challenges associated with coal mining operations.
• Support workforce planning for underground and surface mining, preparation plants, maintenance, engineering, safety, and other operational departments.
• Assist leadership with organizational changes, workforce reductions, staffing initiatives, and employee communications.

Employee Engagement

• Support employee engagement, recognition, retention, and company culture initiatives.
• Assist with employee meetings, communication initiatives, and HR programs.
• Identify workforce concerns and recommend solutions to improve retention and employee satisfaction.
• Support company values and reinforce expected behaviors throughout the organization.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience.
• 3–5 years of progressive HR experience.
• Experience with employee relations, recruiting, performance management, and HR administration.
• Strong knowledge of employment practices and HR principles.
• Excellent communication and interpersonal skills.
• Strong organizational skills and attention to detail.
• Ability to maintain confidentiality and exercise sound judgment.
• Proficiency with Microsoft Office, particularly Word and Excel.
• Ability to work effectively with employees and leaders at all organizational levels.
• Ability to travel between mining operations and other company locations as required.

Preferred

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience in mining, heavy industry, manufacturing, construction, or another industrial environment.
• Experience supporting hourly and skilled trades employees.
• Experience working in a multi-site organization.
• Knowledge of Workday HRIS and payroll systems.
• Experience working in a mining environment.

Knowledge, Skills, and Abilities

• Strong employee relations and conflict-resolution skills.
• Ability to coach supervisors and managers on HR matters.
• Strong analytical and problem-solving abilities.
• Ability to interpret and apply company policies consistently.
• Excellent written and verbal communication.
• Strong attention to detail and follow-through.
• Ability to prioritize multiple projects in a fast-paced operational environment.
• Ability to establish credibility and trust with employees and leadership.
• Strong understanding of confidentiality and professional HR practices.
• Ability to work independently while functioning effectively as part of a larger HR team.

Working Conditions

• Combination of office and mining-site work.
• Regular exposure to active mining and industrial environments may be required.
• Must comply with all applicable safety policies and PPE requirements when visiting operational areas.
• May require occasional travel, extended hours, weekends, or availability outside normal business hours to support operational needs or employee relations matters.

Key Performance Indicators

• Staff support effectiveness.
• Employee turnover and retention.
• Quality and timeliness of employee relations investigations and documentation.
• New-hire onboarding completion and effectiveness.
• Accuracy of HR records and personnel transactions.
• Manager and employee satisfaction with HR support.
• Compliance with company HR policies and applicable employment regulations.
• Successful implementation of HR initiatives and workforce programs.

Core Competencies

Safety: Demonstrates an unwavering commitment to a safe workplace and reinforces safety as a core organizational value.

Accountability: Takes ownership of responsibilities, follows through on commitments, and holds others accountable to established expectations.

Follow Through: Completes assignments accurately and timely and communicates proactively when issues arise.

Excellence: Maintains high professional standards and continuously looks for ways to improve HR processes and employee support.

Responsibility: Protects confidential information, exercises sound judgment, and acts in the best interests of employees and the company.