Sr. HR Generalist

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Sr. HR Generalist RFT Professional Covington, KY, US 3 days ago Requisition ID: 5022 JOB SUMMARY: The Senior Human Resources Generalist is a trusted resource for managers and employees within the manufacturing environment of Atkins & Pearce. Reporting to the People Operations Leader, this is a broad generalist role spanning the full employee lifecycle, with primary emphasis on employee relations, benefits and leave administration, and compliance. The role supports the development and rollout of HR programs and frameworks that serve a 24/7 operation, and develops and facilitates training that builds employee capability and equips supervisors to lead consistently. Through sound judgment, strong documentation, and clear communication, this role helps protect the organization, drive engagement, and foster a culture of safety, excellence, and continuous improvement. GENERAL DUTIES AND RESPONSIBILITIES Employee Relations: Serve as a primary point of contact for employee relations across all shifts and departments, handling employment-related inquiries and escalating complex or sensitive matters to the HR Manager. Conduct workplace investigations, including intake, interviews, evidence review, and written summaries, for matters such as workplace conduct and policy violations; elevate harassment, discrimination, and retaliation allegations to the HR Manager and support those investigations as assigned. Advise and coach supervisors and leads on behavioral documentation, corrective action, and difficult conversations to support consistent and defensible practices. Draft and maintain disciplinary documentation, including written warnings, performance improvement plans, and corrective action plans, for HR Manager review. Participate in disciplinary meetings, terminations, separations, and exit interviews; help resolve conflicts and ensure proper exit processes are followed. Track employee relations trends, turnover patterns, and engagement indicators by department and shift, and share findings and recommendations with the HR Manager. Benefits and Leave Administration: Administer employee benefit plans, including medical, dental, vision, FSA/HSA, life, disability, retirement, and voluntary offerings, across new hire enrollment, qualifying life events, and annual open enrollment. Coordinate the annual open enrollment cycle, working with brokers and carriers, delivering employee communications and education sessions, and auditing elections and payroll feeds. Administer leave programs, including FMLA, ADA accommodations, workers' compensation coordination, personal leave, and military leave, managing eligibility determinations, notices, certifications, and return-to-work. Serve as the day-to-day contact for benefits and wellness vendors; generate and audit FSA and HSA reporting for the Alera Group and UMR, approve vendor invoices (Delta Dental, TriHealth, The Christ Hospital), and produce reporting for Voya. Reconcile benefit invoices and payroll deductions, and resolve eligibility, claims, and billing discrepancies on behalf of employees. Support compensation administration, including pay practice consistency, market benchmarking research, and coordination with payroll on deductions and contributions. Compliance and Employment Law: Apply and maintain compliance with federal, state, and local employment laws, including FLSA, FMLA, ADA, Title VII, USERRA, HIPAA, COBRA, ERISA, and ACA. Prepare required regulatory reporting and recordkeeping for HR Manager review, including EEO-1, OSHA 300/300A logs and posting, ACA reporting, and support for annual plan filings and audits. Maintain and audit personnel files, I-9 documentation, and confidential records in accordance with retention and privacy requirements. Maintain HR policies, the employee handbook, and standard operating procedures; monitor regulatory changes and draft recommended updates for HR Manager approval. Prepare responses to unemployment claims and support agency charges and third-party audits under the direction of the HR Manager and legal counsel. Training and Development: Develop and facilitate training classes for employees, leads, supervisors, and managers. Deliver instructor-led training on topics such as respectful workplace and anti-harassment, performance documentation, interviewing practices, policy administration, and benefits education. Build training materials, including facilitator guides, participant workbooks, presentations, and job aids. Identify training needs with department managers and evaluate effectiveness through participant feedback, observation, and performance indicators. Track and document completion of mandatory and non-mandatory training, continuing education, licensure, and certifications, including safety and anti-harassment training. Program Development and Rollout: Support the development and implementation of HR programs and frameworks in partnership with the HR Manager, including career progression structures, performance review cycles, onboarding, recognition, wellness, and attendance frameworks. Build supporting materials for each program, including process documentation, forms, templates, trackers, communication plans, and manager toolkits. Assist with program pilots, gather manager and employee feedback, and recommend refinements before broader rollout. Track HR metrics and prepare reporting on turnover, absenteeism, training completion, and program adoption for the HR Manager and leadership. Performance Management: Coordinate the performance review process, including scheduling, templates, tracking, and manager support. Guide managers in delivering effective feedback and addressing performance concerns early with specific, behavioral documentation. Support career development and succession planning discussions, helping identify advancement pathways from entry-level through skilled and lead roles. Recruitment and Onboarding: Partner with department managers to identify staffing needs, define required competencies, and support the recruiting cycle from posting through hiring recommendation. Conduct or acquire background checks and employment eligibility verifications, and coordinate temporary staffing partners to meet fluctuating production demands. Deliver new hire orientation and support the first-year new hire experience, including structured check-ins. Safety and General HR Operations: Promote a culture of safety and support occupational health and safety initiatives. Oversee attendance administration by monitoring the attendance reporting line, maintaining point records, and counseling employees on adherence to attendance policies. Maintain accurate employee data within the HRIS, ensure integrity of records across HR systems, and perform other duties as assigned. QUALIFICATIONS Education / Experience Bachelor’s degree in human resources or related field or equivalent experience. Minimum 5 years’ experience working in Human Resources field with increasing responsibilities. Manufacturing environment preferred. License / Credentials / Certifications SHRM CP or PHR preferred. Skills / Specialized Knowledge / Abilities Experience working in & training others in ADP HRIS strongly preferred. Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Experience conducting workplace investigations and advising supervisors on employee relations matters. Working knowledge of benefits and leave administration, including FMLA, ADA, COBRA, and ACA requirements. Experience supporting the development and rollout of HR programs, frameworks, or policies. Strong facilitation and presentation skills, with experience developing and delivering training to groups. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems. WORKING CONDITIONS Working hours are typically from 8:00am to 4:30pm (Monday-Friday) but flexibility is required for a 24/7/365 operation. Work is performed in a manufacturing environment; hearing protection is required. Travel N/A Physical and Mental Demands Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to access and navigate each department at the organization's facilities. Atkins & Pearce is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. We encourage all people to apply regardless of age, gender, gender expression or criminal conviction history. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits, training, and apprenticeship. Atkins & Pearce makes hiring decisions based solely on qualifications, merit, and business needs at the time. #J-18808-Ljbffr