Human Resources Generalist

Human Resources Generalist

The Human Resources Generalist serves as a key member of the HR team and is responsible for supporting talent acquisition, employee relations, payroll and timekeeping administration, benefits administration, employee engagement, workforce outreach, and training coordination. This role serves as the primary owner of hourly recruiting and payroll administration while partnering with leaders to ensure consistent application of company policies, compliance requirements, and employee programs. The Human Resources Generalist works closely with supervisors and managers to support workforce planning, employee development, attendance management, and employee experience initiatives that align with Alamo Group objectives.

Key Responsibilities:

Talent Acquisition & Hourly Recruiting

• Serve as the primary point of contact for all hourly recruitment requests and requisitions.
• Manage the full-cycle recruitment process for hourly positions, including sourcing, advertising, screening, interview coordination, candidate communication, and hiring activities.
• Partner with hiring managers to ensure timely and effective staffing of hourly positions.
• Maintain applicant tracking records and recruiting metrics.
• Track and report recruiting activity, hiring outcomes, and staffing trends.
• Support workforce planning initiatives by providing recruiting data and recommendations.

Workforce Outreach & Community Partnerships

• Develop and support workforce outreach initiatives that align with recruiting objectives and affirmative action plans.
• Build and maintain relationships with vocational schools, colleges, universities, workforce development organizations, and community partners.
• Participate in job fairs, career events, community outreach programs, and recruitment marketing activities.
• Coordinate and manage Walk-In Wednesday and similar recruiting initiatives.
• Develop employee referral programs and track program effectiveness.
• Present recommendations and business cases for new recruiting partnerships and workforce development opportunities.

Payroll, Timekeeping & Attendance Administration

• Serve as the primary owner of payroll processing support, timekeeping administration, and attendance tracking activities.
• Review employee timecards for accuracy and compliance prior to payroll processing.
• Process employee payroll-related changes and transactions, including approved adjustments, commissions, employee purchases, safety reimbursements, and other payroll batches.
• Monitor attendance records and ensure proper coding of vacation, sick leave, ESTA, and other time-off programs.
• Maintain attendance tracking systems and documentation.
• Prepare and issue attendance-related corrective actions in accordance with company policy.
• Train supervisors on timekeeping systems, payroll procedures, attendance management, and supervisor accountability.
• Ensure consistent application of attendance policies across the organization.

Employee Relations

• Respond to routine employee relations matters and provide guidance to supervisors regarding company policies and procedures.
• Escalate complex employee relations matters to the Senior Human Resources Manager or Senior Director of Division Human Resources as appropriate.
• Monitor disciplinary action trends and identify opportunities to reduce organizational risk.
• Coach supervisors on effective documentation practices and consistent policy administration.
• Maintain employee relations records and support investigations as assigned.

Benefits, Leave Administration, Wellness & Employee Health Programs

• Lead site-level administration of annual open enrollment activities.
• Coordinate employee benefit meetings, communications, and enrollment support.
• Serve as the primary site contact for employee wellness initiatives and health promotion activities.
• Coordinate annual biometric screening events, including scheduling, communications, logistics, and employee support.
• Respond to routine employee questions regarding benefits, wellness programs, and leave-related processes.
• Support administration of leave programs and workers' compensation activities as assigned.
• Escalate complex benefits or leave issues to appropriate internal or external resources.

Employee Recognition & Engagement

• Partner with the Human Resources Business Partner to support employee engagement initiatives.
• Assist in developing and implementing employee recognition programs that align with Alamo Group objectives.
• Promote supervisor participation in employee recognition efforts.
• Support employee events, communication initiatives, and engagement activities.
• Track participation and effectiveness of engagement programs and provide recommendations for improvement.

Training Coordination & Development

• Support new hire orientation and onboarding activities.
• Assist with the facilitation of policy refreshers and operational training programs.
• Develop training materials, guides, and resources related to payroll, attendance management, employee purchases, and supervisor responsibilities.
• Audit employee training records and learning management system (LMS) data for compliance.
• Maintain training documentation and support organizational training initiatives.

Safety Programs & Practices

• Support site safety programs, policies, and safe work practices in partnership with HR leadership, Operations, and designated Safety/EHS resources.
• Assist with safety orientation, required training, employee communications, and maintenance of related training and compliance records.
• Support documentation and follow-up related to workplace incidents, near misses, workers' compensation matters, and return-to-work activities, as assigned.
• Participate in safety meetings, employee awareness initiatives, facility inspections or audits, and follow-up on assigned corrective actions; escalate safety concerns to the appropriate leadership as needed.

Qualifications:

• Associate's degree in Human Resources, Business Administration, or related field required; Bachelor's degree preferred.
• Minimum of three years of progressive human resources experience required.
• Experience supporting recruiting, payroll, employee relations, benefits administration, or timekeeping functions in a manufacturing environment preferred.
• Experience with HRIS, payroll, applicant tracking, and learning management systems preferred.

Working Conditions:

Primarily office-based environment within a manufacturing facility.

Frequent interaction with employees, supervisors, and leadership.

Occasional travel for recruiting events, job fairs, training, and community outreach activities.

Ability to walk production areas and participate in facility-wide employee programs and events.

May occasionally lift or move materials weighing up to 25 pounds.